Book 1

155 / 427

159 D - Compensation
City of Greensboro Personnel Policy Manuał
i
Competitive Salary Offers
Number: D-24
Revision: 0
Effective Date: 06-01-14
1.0 POLICY
The City of Greensboro provides Department Heads with flexibility to make one competitive
salary offer (i.e., counter offer) to a higher salary offered by a competitor in the external labor
market to an employee deemed critical to the City’s mission and operations.
2.0 PURPOSE
The purpose of a counter offer is to provide competitive salary adjustments to employees
who are deemed critical to the City’s mission and on-going departmental operations when
the employee receives a job offer from another employer from outside of Greensboro City
government.
3.0 SCOPE
This policy applies to all full-time and part-time benefited employees.
4.0 DEFINITIONS
4.1 Accountability - Managers are obligated to accept responsibility for making,
justifying and documenting fair, consistent, non-discriminatory, and fiscally responsible
recommendations and decisions with regard to compensation.
4.2 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.
4.3 Effective Date - An effective date provision explains that all actions shall be on a current
basis except for actions to adjust salaries to minimum upon implementation of salary structure
adjustments. The effective date of any salary adjustment is the beginning of the next pay
period in which Human Resources approved the adjustment after receipt and review of all
required supporting documentation and electronic workflows.
4.4 MAP (Management – Accountability – Performance) Program - The City’s way of
linking services we provide to the goals and results we want to achieve. Basically, it sets the
vision for the City and defines the road map for our success. MAP is a critical part of how we
operate as a City and how we serve the community.
4.5 Position - A unique budget allocation to which an established set of duties and
responsibilities is assigned.