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Proposal to the City of Santa Ana/ Confidential Association of Santa Ana <br />Compensation Study <br />Task 7 _ Conduct Internal Equity Analysis/Prepare Draft Salary Recommendations. A <br />comprehensive and balanced pay program is the result of the analysis of external labor market <br />data, combined with an analysis of important internal relationships that reflect the City and <br />CASA's value system of jobs. With the whole job methodology, the Internal pay relationship <br />analysis for non -benchmark classifications will Involve several steps to arrive at sound and <br />equitable relationships, Among others, the most important of these steps will include: <br />N Analysis of existing and historical pay.relationships <br />■ Development of consistent, uniform and realistic guidelines for determining internal <br />relationships Including span of control, nature and level of work performed and related <br />components <br />N Recommendation of equitable and appropriate internal relationship differentials based <br />on the above <br />Provided Is the methodology CPS HR utilizes for establishing salary levels for benchmark and non - <br />benchmark classifications in our compensation studies, This methodology would be applied to <br />all the City and CASA study classifications: (1) The first step Is to conduct a comprehensive <br />understanding of the City and CASA's approach to identify the benchmark classifications to be <br />used In the salary setting process, (2) The second step is to establish salary recommendations for <br />these benchmark classifications by setting the salary level based on the market data; (3) The third <br />step is to conduct a comprehensive review of the City and CASA's current internal alignment <br />differentials to determine what their practices are, and if they should be adjusted; (4) The fourth <br />step Is to apply recommended Internal differentials within job families to build the salary <br />recommendations for classifications which have significant relationships to each other, because <br />they are In the same job series or family; (5) The fifth step is to determine what classifications <br />remain that are not benchmark classifications, or classes that minimal comparable data was <br />available for, and are also not part of a job series or family, These classifications are then <br />reviewed to determine which classifications are the subject classifications currently internally <br />aligned with and whether that relationship should be changed. Evaluation factors include the <br />nature and level of work performed, as well as the minimum qualifications, <br />The following steps are followed for each classification within the pay plan. The salary <br />recommendations for each study classification will display the following Information: <br />■ Classification title <br />0 Current monthly range maximum <br />■ Recommended monthly range maximum <br />E The percentage difference and/or dollar amount difference between the current and <br />recommended monthly range maximum and the steps within a range, if desired <br />This information will provide the City and CASA with the percentage and dollar amount of any <br />Increase on a classification -by -classification basis. <br />-CPS HIS CONSUL"T"ING Pago17.3 <br />