policy manual 10 2015

City of Greensboro Personnel Policy Manuał

Total Compensation Philosophy Number: D-1 Revision: 1 Effective Date: 09-01-2013 1.0 POLICY T he City’s total compensation program is a critical part of the City’s human resources (HR) strategy because it provides management with a powerful, cost-effective tool to meet customer needs by bringing about desired behaviors from employees. It begins with the City’s mission, vision and business strategy. In turn, the City’s business strategy greatly influences HR strategy, and one of the outcomes of human resources strategy is a total compensation philosophy. 2.0 PURPOSE T he City compensation program is designed to accomplish important objectives, such as: retaining its most valuable workforce; facilitating career development of its employees; recruiting effectively in diverse labor markets; and maintaining fiscal stewardship. 3.0 SCOPE This policy applies to all benefit eligible positions of the City of Greensboro. 4.0 DEFINITIONS 4.1 Assessment - A demographic review, conducted by Human Resources, of all employees to ensure consistency in the application of compensation and benefits policies and programs. 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 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 appendix document, Position Types on page 414. 4.4 Competitive Labor Market - The groupings of other employers the City uses to compare salaries, benefits and related policies/practices. The City competes in the national labor market for senior leadership and key management positions. A. 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. B. In local markets, the City competes with government and business organizations in

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Table of Contents A B C D E

D - Compensation i

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