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G. S(ilrrr .Plan. ,Vtrueture. Devela rtren.t <br />We will review the City's current employee agreements and wage plans and 1) utilize the <br />City's current wage plan strucwres to identify internally equitable and externally <br />competitive salaryrariges 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., measurod 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 FLEA non-exempt or exempt positions <br />If steps within the salary ranges, number of steps, percentage separation <br />- Number of salary ranges, grados, or broad bands in the salary schedule <br />µ Percentage of separation between salary ranges, grades or broad bands <br />Recognition for longevity, unique assignments, and special skill requirernents <br />P.errtuneration ,for required special licenses, certifications and registrations <br />7rnlrr l�trrt �� Assi rrrPrertt evelrr rP ent <br />We will assign each job classification to a salary range in the City's current or selected <br />new salary stn,]cture 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 far salary range separation between setluential job classes <br />the 25% guideline for salary separation of a department head job class <br />- its quantitative evaluated internal job worth value (jab evaluation points) <br />8. lnmlengentation Plan DeveLeLmen <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. FINALREPORTS AND .PRESENTATIONS <br />1. Draft and Filial Rgggrt_&tsrrr~ntlare <br />We will provide the City's project leader(s) with a drag of Ur report for review and <br />critique, including the classification plan, FLSA designations, coiripensstioxt market <br />data, salary comparisoo tables, fiscal estimates, salary range listings, and <br />implernentation procedures. We will incorpocat� their critique into the developnwnt of <br />final report summarizing the project's findings,,recommendations, and detailed <br />descrjptlort 01 the City's updated position classification and compensation, plans. <br />15 <br />