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106 D - Compensation
City of Greensboro Personnel Policy Manuał
Salary Structures
Number: D-2
Revision: 5
Effective Date: 09-01-2013
1.0 POLICY
Salary structures are maintained to provide competitive pay in relation to the designated market
for the position and to provide equitable pay within the City of Greensboro organization.
2.0 PURPOSE
The City maintains multiple salary structures to accommodate different organizational
relationships between jobs and to recognize differences in the market values of jobs.
3.0 SCOPE
This policy covers all positions with the City.
4.0 DEFINITIONS
4.1 At-will Employment - A doctrine of law that defines an employment relationship in
which either party can immediately terminate the relationship at any time with or without
any advance warning, and with no subsequent liability, provided there was no express
contract for a definite term governing the employment relationship.
4.2 Classification - A group of positions in which subject-matter of work, level of difficulty
and responsibility, and qualification requirements are sufficiently similar to warrant allocation
to the same job title and control point.
4.3 Competitive Labor Market - The groupings of other employers the City uses to
compare salaries, benefits and related policies/practices.
A. The City competes in the national labor market for senior leadership and key
management positions.
B. It competes in a multi-state regional labor market for exempt professionals and
sworn nonexempt positions. This competitive peer market includes the following states:
Georgia, Kentucky, North Carolina, South Carolina, Tennessee, and Virginia.
C. In local markets, the City competes with government and business organizations in
the North Carolina Piedmont and in Central Southern Virginia.
4.4 Control Point - The job value the City is willing and able to pay. The control point is
based on the market value of jobs and internal value to the organization. The control point is
the basis for most salary administration calculations.