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7. Salaa Range Assignment Development <br />We will assign each job classification to a salary range in the City's current or selected new salary structure <br />on the basis of a combination of factors, including: <br />- the prevailing rates for the benchmark job classes <br />- its current relationship to similar or occupationally related job classes <br />- the 15% guideline for salary range separation between sequential job classes <br />- the 25% guideline for salary separation of a department head job class <br />8. Im lementation Plan Develo ment <br />We will consult with the Human Resources staff and Project Team on a plan for transition to the <br />recommended plan, including a timetable for the principal activities, employee communication, multi-year <br />strategies as needed, and estimates of required financial resources. <br />D. FINAL REPORTS AND PRESENTATIONS <br />1. Draft and Final Reort Pre aration <br />We will provide the City's project leader(s) with a draft of our report for review and critique, including <br />market data, salary comparison tables, fiscal estimates, salary range listings, and implementation <br />procedures. We will incorporate their critique into the development of a final report summarizing the <br />project's findings, recommendations, and detailed description of the City's updated compensation plans. <br />2. Final Report Presentations <br />We can conduct a workshop or formal presentation of our final report and recommendations to the Human <br />Resources staff, City Officials, and employees. Quoted as optional pending COVID-19 restrictions and <br />desired communication approach. Can be performed virtually for little or no cost. <br />CPTX PUBLIC SECTOR PERSONNEL CONSULTANTS 12/20 <br />