City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Table of Contents A B C D E F H I J K L List of Appendices G 5.3 A classification will be effective at the start of the first full payroll period following approval. Classification actions are not processed retroactively. 5.4 As an at-will employee, there is no guarantee of salary increases. All increases are subject to 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. 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. In local markets, the City competes with government and business organizations in the North Carolina Piedmont and in Central Southern Virginia. 4.5 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. 4.6 Job Evaluation Factors – The factors provide a systematic way of determining the value/worth of a job in relation to other jobs in the City. Factors used in the job evaluation process include: • Minimum education and experience required • Information processing and latitude • Type and nature of contacts • Budget/financial impact and influence • Job skill and technical difficulty • Exposure to mental fatigue/stress and physical risk • Organizational level, supervisory scope, and number of supervisees 5.0 ORGANIZATIONAL RULES 5.1 All classifications are determined by the P&C Department. 5.2 Positions are classified on the basis of the nature of the work assigned to the position, the job evaluation factor levels assigned to the position, similarities of job and qualification requirements with other job classifications within the organization, and competitive labor market data (for benchmark jobs).

C - Position Management

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