policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Job Evaluation Number: C-2 Revision: 3 Effective Date: 09-01-2013 1.0 POLICY B enefit eligible positions are classified and assigned to pay grades based on competitive market rates for benchmark jobs and internal organizational value relationships. 2.0 PURPOSE T o establish job classifications which reasonably reflect similarities and differences in organizational relationships between jobs and which recognize differences in market values of jobs. 3.0 SCOPE This policy applies to all benefit eligible positions. 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 Benchmark Jobs - Used to measure our competitive position in the external labor

markets in which we compete for talent. Benchmark jobs include: • High population jobs (i.e., City jobs with multiple incumbents). • Jobs that are prevalent in the external market and can be readily priced. • Identification of particular jobs which are critical to the City’s Mission.

• Not all jobs can be benchmarked if they are too specialized or unique. Benchmark jobs serve as a representative sample of City jobs that can be compared against the external market for pay. The representative sample should address: • Distribution of jobs across most grade levels. • Distribution of jobs between departments and job families. • Cover as broad a set of employees as possible. 4.3 Benefit Eligible - Full time and part time employees who are eligible for coverage and participation in the City’s benefit programs in addition to legally mandated coverage. See the

Table of Contents A B C D E F H I J K L TableofContents G

C - Position Management

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