1992 - Laserfiche WebLink

TO: ALL MANAGEMENT STAFF FROM: DEBORAH ACOSTA, CITY MANAGER DATE: October 10, 1990 SUBJECT: REVISIONS TO MANAGEMENT COMPENSATION PLAN As discussed with you at recent All Management meetings, I reviewed all management classifications and control points prior to recommending to the Council new control points for 1990 -91. I also spent a great amount of time reviewing the existing pay for performance plan and its elements prior to reviewing the classification control points or individual increases of management personnel. I also then met with the Department Heads to discuss the relationship of controls points between classifications. The following is a summary of the philosophy used in revising the control points and in the application of the management pay for performance plan. 1. Review of control points As discussed at the all management meetings, I spent many hours reviewing the relationship of our existing classification control points to three different benchmarks. A. Job Family Relationships I looked at each of our classifications to try to establish as a GUIDELINE NOT AN ABSOLUTE RULE 15% between the base pay of a middle management classification (at 104% of Control Point) and those they supervise. Additionally I tried to establish as a GUIDELINE NOT AN ABSOLUTE RULE 20% between the base pay of a Department Head (at 104% of Control Point) and the base pay of a middle management classification that they supervise. B. Internal Relationships I also looked at each of the classifications across Departments to review which classifications will have similar pay. C. External Market I also looked at the external market survey information developed by Personnel. We looked at compensation paid to Cities we have compared with in the past, which are also Cities used for review with the City's employee associations. It is important to remember that the salary survey information is intended to be informational only, and is one of the three guidelines identified above