This document summarizes the city's compensation strategy work to date. It discusses how the city conducted a classification and structure review from 2008 to present, a comprehensive salary survey in 2015, and aligned positions to a new compensation structure based on market data, internal alignment, competitiveness, and turnover. The document notes that future work will include pay structure movement, retention strategies, and adapting to market changes, with fiscal year 2017 discussions around funding additional market adjustments, pay structure movement, and a merit increase pool.

1. Summary of
compensation strategy
work to date
Update on City’s Compensation Plan
February 11, 2016

2. Brief look back –where we have been
with Compensation
 Classification & Structure Work (2008 to present)
 Economic Impacts
 Adjustments to some Positions & Pay Structures
 Conducted Comprehensive Salary Survey (2015)
 In-depth review of all positions in the City, to
include alignment with market & internal
structure

3. Where we are Today
 Compensation Structure creation
 Alignment of positions to new Structure
 Priority areas addressed based on Various Factors
Includes look at:
Market Data
Internal Alignment
Ability to Stay Competitive
Turnover & Retention

4. Success for the Future
 Pay Structure Movement
 Retention Strategies for High Performers
 Remaining Adaptable to Market & Recruitment
Impacts
 FY17 Discussions:
Funding for additional adjustments to align
positions to the market
Funding for movement of pay structure
Funding for merit increase pool