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A. Salary Ranges and Control Points <br /> Salary ranges have been established for each management and confidential <br /> classification. The mid-point of the salary range is designated as 100% of Control <br /> Point; the minimum and maximum points of the range are designated 80% and 120% <br /> of Control Point respectively. An employee can expect to attain 100% of Control Point. <br /> Control Points for all classifications are listed in Appendix A (Management) and <br /> Appendix B (Confidential). <br /> Any adjustment to salary ranges will normally take place during the budget process, <br /> taking into consideration market and other influences such as increases granted <br /> managers among like agencies within the neighboring geographic area, increases <br /> granted the City's represented employees, internal relationships between supervisory <br /> positions and across departments, etc. The salary range adjustment will not <br /> automatically result in any adjustment to an individual employee's salary unless a <br /> reclassification or job change results. <br /> (For market survey purposes, which will be conducted periodically, the City uses a <br /> 104% control point to compare to the top step of agencies using the step system.) <br /> B. Compa-Ratio <br /> A compa-ratio shall be computed for each employee. The compa-ratio represents the <br /> relationship of each employee's current salary to the control point of their salary <br /> range. The compa-ratio is calculated by dividing the employee's current salary by the <br /> control point of their salary range. <br /> C. Performance Zones <br /> The City strives to place employees in the performance zones recommended by <br /> Department Heads and approved by the City Manager. The descriptions below serve <br /> as guidelines and an employee's placement in a performance zone may be impacted <br /> by fiscal, market and other factors. <br /> Page 3 of 44 <br />