5210610S Payroll PPM v1

City of Raleigh, NC

Human Resources Policy Job Classification and Compensation System

300-4A

PURPOSE Employees are the City of Raleigh's most valuable asset in achieving the City’s mission, goals, and objectives. The City strives to attract and retain employees who are committed to public service, demonstrate initiative, and are accountable for individual and team performance that provides a high level of service. The Job Classification and Compensation System is intended to support these goals. This system will be nondiscriminatory in theory, application, and practice. The implementation and maintenance of the Job Classification and Compensation System and this policy are dependent upon necessary annual funding. Provisions contained within this policy may initially only be partially implemented / maintained and phased in over a specified period of time until the system is fully implemented. Specifically, the purpose of this policy is: • To implement the compensation philosophy adopted by the Raleigh City Council. • To facilitate pay equity in which positions with comparable knowledge, skill, ability, qualifications, and responsibilities are appropriately placed into the job classification and pay structure; pay is competitive with the relevant market; and, pay practices are consistent with the City’s compensation philosophy and promote pay consistency and fairness within the City. • To establish the procedure for administering the City of Raleigh’s Job Classification and Compensation System.

APPLIES TO All Departments/Divisions REFERENCES City of Raleigh Personnel Program Policy Definitions, 300-1 City of Raleigh Performance Evaluation System, 300-8 DEFINITIONS See City of Raleigh Personnel Program Policy Definitions, 300-1

For the purposes of this policy the words below have the following meanings: Job Classification – A formal job title Market Based Pay – A rate of pay that the external labor market is willing to pay for similarly situated positions Merit Pay – A raise in pay based on successfully meeting or exceeding a set of performance criteria Pay Range Adjustment – A percentage increase applied to specific pay levels in the Pay Schedules as a part of the annual review of market pay conditions. Reallocation – The assignment of a position from one job classification to a

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