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7.1 Maintaining Competitive Pay Structures Pay Range Adjustments, if granted, occur as part of the annual budget process and may be granted as a base pay increase to employees on a date specified by the City Manager. Range adjustments may vary depending on market pay data and funding availability 7.2 The Human Resources Department will value classifications to the relevant labor market by using local, state, national, and industry specific data as appropriate. 7.3 The market pay data will primarily include municipal governments local to the City of Raleigh as well as those municipalities that are comparable in size, complexity, and are similarly situated to the City of Raleigh. 7.4 The Human Resources Department will evaluate external equity, which is the relevant marketplace job valuation, of all positions directly comparable to similar jobs. This may include comparisons to similar positions within private sector organizations in relevant markets. It may also include comparisons with other organizations with whom we compete for qualified employees. 7.5 The Human Resources Department will consider internal equity when maintaining competitive pay structures. The Department will consider all relevant positions in the City of Raleigh when comparing the required level of job competencies, formal training, qualifications, experience, responsibility, and accountability. The Department will also consider internal equity when comparing one job to another, when arranging all of the jobs into job families, and when placing the position into the appropriate pay structure and pay level within the structure. 7.6 The Human Resources Department will be responsible for the system maintenance and should ensure that pay ranges are regularly reviewed, and updated as needed, and that all positions are market priced at least once every three (3) years. Other Considerations Nothing in this policy supersedes discretionary authority already given to the City Manager, City Attorney, or City Clerk by the City Council. 8.2 Different pay structures may be designated for specific employment status such as full-time, part-time, or special status. In providing its recommendations, the Human Resources Department may also evaluate other relevant factors that relate to pay. For example, reasons that the City may be losing experienced employees to other agencies may be a part of Human Resources' evaluation. 8.3 As part of the annual budget process, Council will review and approve funds to be allocated for total employee compensation as the Council deems appropriate, which may include pay adjustments, performance / merit pay increases, stipends, insurance benefits, paid leave benefits, and all other related expenses as recommended by the City Manager or the Manager's designee. Total employee compensation is subject to change based on 8.1

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