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6. Salary Plan Structure Development <br />We will review the City's current employee agreements and wage plans and 1) utilize the <br />City's current wage plan structures to identify internally equitable and externally <br />competitive salary ranges for each City job class or 2) prepare alternative salary range <br />structures and schedules for the City to select the best fit for its competitiveness strategy, <br />with these optional criteria: <br />- Method of administration, i.e.: measured job performance, longevity, or skill <br />- Width of the salary ranges, grades, or broad bands, from Min to Max <br />- Varying salary range widths for FLSA non-exempt or exempt positions <br />- If steps within the salary ranges, number of steps, percentage separation <br />- Number of salary ranges, grades, or broad bands in the salary schedule <br />- Percentage of separation between salary ranges, grades or broad bands <br />- Recognition for longevity, unique assignments, and special skill requirements <br />- Remuneration for required special licenses, certifications and registrations <br />7. Salary RaM Assiyiment Development <br />We will assign each job classification to a salary range in the City's current or selected <br />new salary structure 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 />- its quantitative evaluated internal job worth value (job evaluation points) <br />8. tniglementation Plan Develomnent <br />We will consult with the Personnel staff and Project Team on a plan for transition to the <br />recommended plan, including a timetable for the principal activities, employee <br />communication, impact on bargaining processes, and estimates of required financial <br />resources. <br />F. FINAL REPORTS AND PRESENTATIONS <br />1. Draft and Final Report Preparatiort <br />We will provide the City's project leader(s) with a draft of our report for review and <br />critique, including the classification plan, FLSA designations, compensation market <br />data, salary comparison tables, fiscal estimates, salary range listings, and <br />implementation procedures. We will incorporate their critique into the development of <br />final report summarizing the project's findings, recommendations, and detailed <br />description of the City's updated position classification and compensation plans. <br />is <br />25D-17 <br />