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1 EXHIBIT 3 <br /> 1 CITY OF PLEASANTON <br /> EXHIBITS II & III <br /> BASIC SALARY GRADE STRUCTURE <br /> The following describes the proposed basic salary range struc- <br /> ture: (See Appendix A, page 3, for additional detail.) <br /> 1 ° There are 13 grades; each grade has a 50% dollar range <br /> from minimum to maximum. <br /> 1 ° Each grade has a control point, stated as being 1008 of <br /> the value of a position assigned to the grade for fully <br /> competent performance. Jobs are assigned to a grade by <br /> determining their value based on market data and interns' <br /> relationships and Sfinding that grade which has a control <br /> point closest to tie identified value <br /> ' ° Each grade is divided into thirds (approximately): <br /> 1 -- Lower Third (80% to 93% of control point): This por- <br /> tion of the grade is typically considered to be that <br /> into which a new employee is hired. However, most <br /> organizations allow employees to be hired up to the <br /> control point, with approval. <br /> F -- Middle Third (94% to 107% of the control point): <br /> This is the portion of the salary grade to which an <br /> employee may normally expect to progress. Most <br /> employees in any given organization will achieve and <br /> maintain a salary within this portion of the range. <br /> -- Upper Third (108% to 120% of control point): Only <br /> those employees whose performance, over time, far <br /> exceeds expectations will achieve and maintain a <br /> sailry that falls within this portion of the range. <br /> ■ EXHIBIT III further describes the structure of each grade. <br /> 1 <br /> 1 <br /> 1 <br /> 1 -o- <br /> 1 <br />