25B - AGMT CASA COMP STUDY - Laserfiche WebLink

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Proposal to the City of Santa Ana / Confidential Association of Santa Ana Compensation Study Task 7 -- Conduct internal Equity Analysis/Prepare Draft Salary Recommendations, A comprehensive and balanced pay program Is the result of the analysis of external labor market data, combined with an analysis of important internal relationships that reflect the City and CASA's value system of jobs. With the whole job methodology, the internal pay relationship analysis for non -benchmark classifications will involve several steps to arrive at sound and equitable relationships. Among others, the most important of these steps will Include: N Analysis of existing and historical pay relationships s Development of consistent, uniform and realistic guidelines for determining internal relationships including span of control, nature and level of work performed and related components 0 Recommendation of equitable and appropriate Internal relationship differentials based on the above Provided Is the methodology CPS HR utilizes for establishing salary levels for benchmark and non - benchmark classifications in our compensation studies. This methodology would be applied to all the City and CASA study classifications: (1) The first step Is to conduct a comprehensive understanding of the City and CASA's approach to Identify the benchmark classifications to be used in the salary setting process; (2) The second step is to establish salary recommendations for these benchmark classifications by settingthe salary level based on the market data; (3) The third step is to conduct a comprehensive review of the City and CASA's current Internal alignment differentials to determine what their practices are, and if they should be adjusted; (4) The fourth step Is to apply recommended internal differentials within job families to build the salary recommendations for classifications which have significant relationships to each other. because they are in the same job series or family; (5) The fifth step is to determine what classifications remain that are not benchmark classifications, or classes that minimal comparable data was available for, and are also not part of a job series or family, These classifications are then reviewed to determine which classifications are the subject classifications currently Internally aligned with and whether that relationship should be changed. Evaluation factors include the nature and level of work performed, as well as the minimum qualifications, The following steps are followed for each classification within the pay plan. The salary recommendations for each study classification will display the following information: ■ Classification title ■ Current monthly range maximum ® Recommended monthly range maximum ® The percentage difference and/or dollar amount difference between the current and recommended monthly range maximum and the steps within a range, if desired This information will provide the City and CASA with the percentage and dollar amount of any Increase on a classification -by -classification basis. 'CPS HIS A"m WNSULTINC page IMMW�s 25B-35