policy manual 10 2015

City of Greensboro Personnel Policy Manuał

C. Incorporate variable pay, tied to performance results, that is competitive with the City’s regional peer group. D. Provide a competitive benefits program that supports employee retention and encourages City employees and their families to be healthy and productive leading to a reasonable degree of retirement security following their active service. 5.6 As an at-will employee, there is no guarantee of salary increases. All increases are subject to change at any time at the sole discretion of the City Council and/or City Manager, or as City compensation polices, programs or practices are introduced, amended, or eliminated. 6.0 PROCEDURES 6.1 The City’s total compensation program is reviewed periodically. This review includes a competitive assessment of the City’s salary structures, salaries/wages, employee benefits, and other financial and non-financial rewards that contribute to successful recruitment and retention of a highly qualified, competent and committed workforce. 6.2 The Human Resources Department acquires salary and benefits data through a combination of participation in compensation surveys, purchase of published salary market data, ongoing participation with other organizations in gathering and analyzing salary and benefits data, and other relevant information. 6.3 The Human Resources Department analyzes salary and benefits market data to determine the City’s relationship to the competitive labor market. 6.4 The Human Resources Department recommends to the City Manager reasonable compensation and benefit program offerings and/or adjustments that support the effective delivery of the City’s Compensation Philosophy. 7.0 HUMAN RESOURCES CONTACT HR/Compensation HR/Benefits 8.0 APPENDIX, APPENDICES Executive Salary Structure Fire Salary Structure General Salary Structure Job Classifications Police Salary Structure Position Types (page 414)

F H I J K L TableofContents G

Table of Contents A B C D E

D - Compensation i

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