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125 D - Compensation
City of Greensboro Personnel Policy Manuał
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4.4 Job Evaluation Committee (JEC) - A committee comprised of representatives from
throughout the City charged with evaluation and classification recommendations for all
benefitted positions. The JEC is a diverse group of experienced managers and employees
familiar with Human Resources policies and practices.
5.0 ORGANIZATIONAL RULES
5.1 City employees who occupy positions in a job classification which is assigned to a higher
control point will normally maintain their current compa-ratio to the higher control point, not to
exceed the higher control point.
5.2 City employees who occupy positions in a job classification assigned to a lower control point
as the result of changes in the City’s competitive labor market will not normally have their salaries
decreased.
5.3 As an at-will employee, there is no guarantee of salary increases. All increases are subject to
change at any time at the sole discretion of the City Council and/or City Manager, or as City
compensation polices, programs or practices are introduced, amended, or eliminated.
6.0 PROCEDURES
6.1 The Human Resources Department acquires salary and benefits data through a combination
of participation in compensation surveys, purchase of published salary market data, ongoing
participation with other organizations in gathering and analyzing salary and benefits data and other
relevant information.
6.2 The Human Resources Department analyzes trends in market data of salaries and benefits, over
time, to determine the City’s relationship to the competitive labor market.
6.3 HR/Compensation reviews the identified trends with the Job Evaluation Committee and
implements control point changes for specific jobs, as applicable, that reflect the market analysis
and support the effective application of the City’s Compensation Philosophy.
7.0 HUMAN RESOURCES CONTACT
HR/Compensation
8.0 APPENDIX, APPENDICES
Position Types