policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L TableofContents G Control Point Change Number: D-8 Revision: 2 Effective Date: 09-01-2013 1.0 POLICY T he City of Greensboro periodically adjusts the control points to which jobs are assigned in order to ensure alignment with the Total Compensation Philosophy. 2.0 PURPOSE T o establish and maintain organizational relationships between individual jobs and to recognize differences in the market values of individual jobs. 3.0 SCOPE This policy applies to all benefit-eligible employees. 4.0 DEFINITIONS 4.1 At-will Employment - A doctrine of law that defines an employment relationship in which either party can immediately terminate the relationship at any time with or without any advance warning, and with no subsequent liability, provided there was no express contract for a definite term governing the employment relationship. 4.2 Compa-ratio - The relationship of an employee’s salary to the control point of the position. A compa-ratio is the employee’s salary expressed as a percentage of the control point (i.e., salary divided by Control Point). The compa ratio is expressed as 1.0 being at market, with .95 indicating 5% below market, with 1.05 indicating 5% above market, etc. Competitive Labor Market - The groupings of other employers the City uses to compare salaries, benefits and related policies/practices. A. The City competes in the national labor market for senior leadership and key management positions. B. 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. C. In local markets, the City competes with government and business organizations in the North Carolina Piedmont and in Central Southern Virginia. 4.3 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.

D - Compensation

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