City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

5.0 ORGANIZATIONAL RULES 5.1 City employees who occupy positions in a job classification which is assigned to a higher control point will normally maintain their current compa-ratio to the higher control point, not to exceed the higher control point. 5.2 City employees who occupy positions in a job classification assigned to a lower control point as the result of changes in the City’s competitive labor market will not normally have their salaries decreased. 5.3 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 P&C 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. 6.2 The P&C Department analyzes trends in market data of salaries and benefits, over time, to determine the City’s relationship to the competitive labor market. 6.3 P&C Compensation reviews the identified trends and implements control point changes for specific jobs, as applicable, that reflect the market analysis and support the effective application of

the City’s Compensation Philosophy. 7.0 PEOPLE & CULTURE CONTACT Compensation 8.0 APPENDIX, APPENDICES Executive and General Salary Structure Fire Salary Structure General Step Salary Structure Job Classifications Police Salary Structure Position Types (page 424 )

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

D - Compensation

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