My WebLink
|
Help
|
About
|
Sign Out
RES 00109
City of Pleasanton
>
CITY CLERK
>
RESOLUTIONS
>
2000-2009
>
2000
>
RES 00109
Metadata
Thumbnails
Annotations
Entry Properties
Last modified
9/8/2011 3:32:15 PM
Creation date
11/20/2000 5:11:52 PM
Metadata
Fields
Template:
CITY CLERK
CITY CLERK - TYPE
RESOLUTIONS
DOCUMENT DATE
8/15/2000
DOCUMENT NO
RES 00109
There are no annotations on this page.
Document management portal powered by Laserfiche WebLink 9 © 1998-2015
Laserfiche.
All rights reserved.
/
34
PDF
Print
Pages to print
Enter page numbers and/or page ranges separated by commas. For example, 1,3,5-12.
After downloading, print the document using a PDF reader (e.g. Adobe Reader).
View images
View plain text
Comua-Ratio: As part of the administration of the pay plan, a compa-ratio shall be <br />computed for each management employee. The compa-ratio represents the <br />relationship of each manager's and confidential employee's current salary to the <br />control point of his/her salary grade. The compa-ratio is calculated by dividing the <br />employee's current salary by the control point of his/her salary grade. <br /> <br />VI. <br /> <br />Annual Salary Grade Adjustment: Salary grades will be normally adjusted annually <br />during the budget process, taking into consideration market and other influences such <br />as increases granted managers among agencies within the city's survey area, <br />increases granted the city's rapresented employees, intemal relationships between <br />supervisory positions and across departments, etc. The salary grade adjustment will <br />not usually result in any adjustment to individual managers or confidential employee's <br />salaries unless a reclassification or job change results. <br /> <br />VII. <br /> <br />Salary Ranc~e Differentials: When setting salary range control points, the plan shall <br />seek to maintain a 15% differential between the 104th percentlie of each middle <br />management classification's salary range and the 104~ percentile of the <br />corresponding senior management classification's salary range. The plan shall also <br />seek to maintain a 15% differential between the 104th percentlie of each middle <br />management classification's salary range and E step of the highest compensated <br />represented classification a middle management classification supervises. The <br />following are exceptions to the 15% standard: between fire division chief and fire <br />captain the differential is 20%; between police lieutenant and police sergeant the <br />differential is 20%; and between senior public works inspector and lead public works <br />inspector the differential is 9%. <br /> <br />VIII. <br /> <br />Merit lncreasa Pooh Each year based upon the recommendation ofthe City <br />Manager and as approved by the City Council, there shall be established a merit <br />increase pool. The merit increase pool is a percentage of total base management <br />salaries from which management and confidential employee salary increases are <br />distributed. <br /> <br />Page 24 of 30 <br /> <br /> <br />
The URL can be used to link to this page
Your browser does not support the video tag.