5210610S Payroll PPM v1

different job classification, based on a review and assessment of the position by the Human Resources Department and approval by the City Manager (and, if necessary, approval from the City Council).

POLICY STATEMENT

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1.1 General Application Each full-time City position will be assigned to a job classification, job family, pay structure, and compensation range. A position may also be assigned a working title. 1.2 Employees must Successfully Meet Expectations as established in the City’s performance evaluation system to receive a merit pay adjustment as may be authorized by the City Council in annual budgets. Pay Structures The City uses different pay structures to establish compensation ranges for each full-time position within the City. A step structure includes progression rates set out in the structure itself. Employees who Successfully Meet Expectations will receive a step increase until the employee’s pay reaches the maximum of the applicable pay range. A broadband structure has fewer pay levels and a broad pay range set around a market-based midpoint. Pay increase ranges for eligible employees within the broadband are established annually by the City Council in the budget process. Pay increases are tied to performance level and other contributions to the organization. 2.2 The Police and Fire Step pay structure includes pay schedules for sworn police officials up to the rank of Police Sergeant and uniform Fire positions up to the rank of Fire Captain. 2.3 The General Step pay structure applies to the City’s skilled trade, labor, and administrative positions. This structure applies to general employees who work in positions that the FLSA classifies as non-exempt. 2.4 The Broadband pay structure applies to the City’s technical, supervisory, managerial, and executive positions. It has fewer pay levels within a pay range and no standard progression rate included in it. Job Classification 3.1 Job specifications identifying the essential duties, responsibilities, required minimum qualifications, and status of all positions shall be developed and maintained by the Human Resources Director or the Director’s designee. 3.2 All positions will be assigned to the appropriate job classification, job family, pay structure and placed in the appropriate pay level and pay range based on the type of work performed and on the minimum required qualifications, job duties, responsibilities, and complexity of work performed. The goal of grouping job classifications into job families is to provide that similarly situated positions are treated in an equitable manner within the compensation structure, including similar jobs located in different City 2.1

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3.0

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