policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Competitive Salary Offers Number: D-24 Revision: 0 Effective Date: 06-01-14 1.0 POLICY

T he City of Greensboro provides Department Heads with flexibility to make one competitive salary offer (i.e., counter offer) to a higher salary offered by a competitor in the external labor market to an employee deemed critical to the City’s mission and operations. 2.0 PURPOSE T he purpose of a counter offer is to provide competitive salary adjustments to employees who are deemed critical to the City’s mission and on-going departmental operations when the employee receives a job offer from another employer from outside of Greensboro City government. 3.0 SCOPE This policy applies to all full-time and part-time benefited employees. 4.0 DEFINITIONS 4.1 Accountability - Managers are obligated to accept responsibility for making, justifying and documenting fair, consistent, non-discriminatory, and fiscally responsible recommendations and decisions with regard to compensation. 4.2 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. 4.3 Effective Date - An effective date provision explains that all actions shall be on a current basis except for actions to adjust salaries to minimum upon implementation of salary structure adjustments. The effective date of any salary adjustment is the beginning of the next pay period in which Human Resources approved the adjustment after receipt and review of all required supporting documentation and electronic workflows. 4.4 MAP (Management – Accountability – Performance) Program - The City’s way of linking services we provide to the goals and results we want to achieve. Basically, it sets the vision for the City and defines the road map for our success. MAP is a critical part of how we operate as a City and how we serve the community. 4.5 Position - A unique budget allocation to which an established set of duties and responsibilities is assigned.

F H I J K L TableofContents G

Table of Contents A B C D E

D - Compensation i

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