City of Greensboro Personnel Policy Manual

City of Greensboro Personnel Policy Manuał

an analysis of how employee salaries are distributed within the City’s salary structures. This analysis includes all four salary structures: Executive, General, Sworn Fire, and Sworn Police. A Zone Analysis Report is created and presented to the Total Compensation Advisory Committee. The Total Compensation Advisory Committee conducts an informed review of the annual Zone Analysis Report and determines the City-wide strategy for how the established percentage of the annual funding shall be allocated to address issues they have prioritized. 6.2 P&C Compensation communicates the recommendations of the Total Compensation Advisory Committee to the City Manager’s Office for approval. 6.3 Upon approval of the City Manager’s Office, P&C Compensation initiates Phase I of the program and distributes to Department Directors data and reports that are aligned with the strategy set by the Total Compensation Advisory Committee for allocation of the established percentage of the funding. Communications and training are provided to managers as designated by Department Directors to ensure understanding of program parameters and goals. 6.4 Department Directors approve and submit In-Range Salary Increase (Program Phase I) recommendations to P&C Compensation for review and processing. 6.5 P&C Compensation calculates balance of available funding to be allocated (i.e., the remainder of the original funding plus any funds not utilized by Department Directors in the first phase of the program). P&C Compensation initiates Phase II of the program and distributes data and reports to Department Directors. 6.6 Department Directors prioritize the discretionary portion of program funding in accordance with this Policy and submit In-Range Salary Increase (Program Phase II) recommendations to P&C Compensation for review and processing. 6.7 Department Directors must receive advance approval from P&C Compensation for any proposed in-range salary increase before communicating with an employee. 6.8 In-range salary increases will be effective on common effective dates determined annually by P&C Compensation. In the event of late submissions by a Department Director, there will be no retroactivity in processing of in-range salary increases. In no event will funding be available after the end of the fiscal year. 6.9 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. 7.0 PEOPLE & CULTURE CONTACT Compensation 8.0 APPENDIX, APPENDICES Executive and General Salary Structure

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

D - Compensation

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