City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

Acting Assignment and Pay Number: D-12 Revision: 8 Effective Date: 06-01-2018 1.0 POLICY

Table of Contents A B C D E F H I J K L List of Appendices G 4.4 Higher Capacity - A level of work substantially greater in responsibility and complexity than that of an employee’s current job assignment and which is recognized at a control point of greater value. 5.0 ORGANIZATIONAL RULES 5.1 In order to be eligible to receive additional compensation for acting in a higher capacity, the T he nature, timing, or other special circumstances surrounding certain work activities may warrant compensation for assuming the work of a position of greater value in addition to the employee’s own work assignments. 2.0 PURPOSE T he City recognizes that occasionally when an employee vacates a position or is out of work for an extended period of time that another employee will need to assume the absent employee’s duties to ensure service is not interrupted. To provide for effective management of City services and supervision of staff during an employee’s absence, a Department Director may request additional compensation for an employee who meets the minimum requirements, and assumes the work of a position of greater value in addition to the regularly assigned responsibilities during the absence. In order to recognize the additional effort required, the City may authorize Acting Pay. This policy outlines those situations and conditions for which Acting Pay may be authorized. 3.0 SCOPE This policy applies to all benefit eligible employees. 4.0 DEFINITIONS 4.1 Acting Pay - A temporary supplement to an employee’s pay when the employee is acting in a higher capacity. 4.2 Benefit Eligible - Full time and part time employees who are eligible for coverage and participation in the City’s benefit programs in addition to legally mandated coverage. See the appendix document, Position Types on page 424. 4.3 Compa-ratio - The relationship of an employee’s salary to the control point of the position. A compa-ratio is the employee’s salary expressed as a percentage of the control point (i.e., salary divided by Control Point). The compa ratio is expressed as 1.0 being at market, with .95 indicating 5% below market, with 1.05 indicating 5% above market, etc.

D - Compensation

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