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 Salary Structures Number: D-2 Revision: 5 Effective Date: 09-01-2013 1.0 POLICY S alary structures are maintained to provide competitive pay in relation to the designated market for the position and to provide equitable pay within the City of Greensboro organization. 2.0 PURPOSE T he City maintains multiple salary structures to accommodate different organizational relationships between jobs and to recognize differences in the market values of jobs. 3.0 SCOPE This policy covers all positions with the City. 4.0 DEFINITIONS 4.1 At-will Employment - At-will employment means that an employer can dismiss an employee at any time for any reason, except an illegal one. Likewise, an employee can quit a job at any time for any or no reason. 4.2 Classification - A group of positions in which subject-matter of work, level of difficulty and responsibility, and qualification requirements are sufficiently similar to warrant allocation to the same job title and control point. 4.3 Competitive Labor Market - The groupings of other employers the City uses to compare salaries, benefits and related policies/practices. A. The City competes in the national labor market for senior leadership and key management positions. B. 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. C. In local markets, the City competes with government and business organizations in the North Carolina Piedmont and in Central Southern Virginia. 4.4 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. 4.5 Green Zone - Salaries that fall within + or – 10% of the Control Point are referred to as

D - Compensation

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