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99 C - Position Management
City of Greensboro Personnel Policy Manuał
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4.4 Competitive Labor Market - The groupings of other employers the City uses to
compare salaries, benefits and related policies/practices. The City competes in the national
labor market for senior leadership and key management positions.
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.
In local markets, the City competes with government and business organizations in the North
Carolina Piedmont and in Central Southern Virginia.
4.5 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.
4.6 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.
4.7 Job Evaluation Factors – The factors provide a systematic way of determining the
value/worth of a job in relation to other jobs in the City. Factors used in the job evaluation
process include:
• Minimum education and experience required
• Information processing and latitude
• Type and nature of contacts
• Budget/financial impact and influence
• Job skill and technical difficulty
• Exposure to mental fatigue/stress and physical risk
• Organizational level, supervisory scope, and number of supervisees
4.8 Slotting - The process of associating a job classification with a control point based on its
similar internal value to other City job classifications when market data is unavailable (i.e., it
is not a benchmark position).
5.0 ORGANIZATIONAL RULES
5.1 All classifications are determined by the Human Resources Department and the City’s Job