City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

being within the Green Zone. The Green Zone Minimum is 10% below the Control Point. The Green Zone Maximum is 10% above the Control Point. 4.6 Job Classifications - All established job classes and control points to which they are assigned. 4.7 Pay Grade(s) – Encompasses two dimensions: a “vertical” range where each level (or pay grade) corresponds to the scope, responsibility, and requirements needed for a position; and a “horizontal” range within this scale to allow for monetary incentives rewarding the employee’s quality of performance, length of service, or changes in a position classification not significant enough to warrant reclassification to a higher pay grade. Each pay grade has an established salary range minimum, control point, and maximum. 4.8 Salary Schedule - A series of salary control points for a group of similar positions such as FLSA non-exempt or exempt jobs. 4.9 Total Compensation - Total compensation is the concept of considering all compensation provided by the City to employees and includes both salaries (cash) and benefits (non-cash). 5.0 ORGANIZATIONAL RULES 5.1 There are currently four salary structures being utilized for all positions: the Executive structure , the General structure , the General Step Salary Structure , the Fire structure , and the Police structure . Each pay grade within each salary structure has a salary range minimum and salary range maximum. No salary will be paid below the minimum of the salary range, and salaries should not exceed the maximum of the salary range. 5.2 A Control Point, assigned within each pay grade, is determined through the periodic review/ competitive assessment process. The Control Point represents the 50th percentile or above as measured against our peers and defined in the total compensation philosophy. 5.3 Within each salary structure we also identify what we refer to as the “Green Zone.” Generally speaking, salaries of employees who are meeting performance expectations should, over time, be within the Green Zone of their pay grade. 5.4 The People & Culture (P&C) Department conducts and participates in salary and benefit surveys on an annual basis. 5.5 Salary structure control points are adjusted, as warranted, based on compensation market data and internal job relationships 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.

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

D - Compensation

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