RES 75144 - Laserfiche WebLink

The fourth area of management compensation is an area which will not be faced this year but should be mentioned. The City Attorney's Deputy will be appointed by the City Attorney this year and his salary will be established by the City Attorney within a range approved by the City Council. This range will presum- ably be similar to that given the City Manager for his management people, and this procedure will then be repeated annually. Finally, the salaries for confidential employees are determined within salary guidelines established by the City Council and, as in the past, have been listed together with management personnel. The development of specialized compensation plans has long been recognized as a necessary step in the establishment of an effective management team. The primary reason for separate compensation is to recognize the responsibility of management personnel and to adjust compensation commensurate with these responsibilities. In this manner it is hoped that an effective and efficient management team can be fostered and that employees who actively seek higher level responsibilities within the City may do so. In so doing management personnel develop a management identity which is obviously required if the City is going to find personnel responsible for the implementation of the City Council municipal program. CompenSation Strategy for 1975-76 The Justification for compensating management personnel in a different manner than the general employees has previously been recognized by the City Council, but at this point it is important to review again the underlying reasons for establishing a management compensation plan. In s,,mm.ry form, the Justifica- tion is as follows: 1. To foster a management identity within the management group. 2. To compensate management employees in recognition of their management responsibilities. To provide greater flexibility in compensating exemplory individual performance and/or negatively sanction less than satisfactory performance. 4. To aid in the recruitment of qualified management personnel. 5. To provide an incentive to the rank and file employee to seek management responsibility. In addition, a major reason necessitating the establishment of a management compensation plan is to effectively develop a management team which is separate and apart from the rank and file which is capable of administering and operating the City in th~ case of a work stoppage. Previously, certain management employees were represented by the rank and file employe~zorganizations in negotiations related to terms and conditions of employment~~