Class and Compensation Study. The District commits to conducting a comprehensive classification and compensation study for all classifications in the SEIU Unit, working jointly with SEIU in the following manner: • Within thirty (30) days of Board adoption of this Agreement, a joint work group shall be established. • The joint work group shall consists of members from SEIU, administrators, and Human Resources staff. • The majority of the joint work group shall be SEIU appointees. • The District shall contract with EMS or CPS HR Consulting to perform a class and compensation study to be completed and released to the Union no later than six (6) months prior to September 30, 2022. The joint work group shall work out the specific implementation terms of the class/ comp study, including but not limited to: • Identify and mutually agree to the jurisdictions of comparable size to be studied; • Identifying comparable positions for purposes of conducting a salary survey; • Identifying benchmark positions; • Implementing the results of the class/ comp study; Any classification lower than 2.5% of the market median will be brought up above the median. • Training plan for classified staff based on results of the class/ comp study. The results of the classification/ compensation study shall be implemented effective March 1, 2023.
Class and Compensation Study. The City shall adopt and implement the XXXX & Assoc. Study. The implementation of the class and compensation study shall be retroactive to July 1, 2017, resulting in a total of six (6) steps with placement of the unit employees and salaries retroactive to July 1, 2017, in accordance with the schedule described in Attachment B, which is attached and incorporated herein by reference. Further, employees in the unit are entitled to merit salary increases in accordance with City Personnel Rules & Regulation, Section 5.9, as reflected in Attachment B. However, merit increases are based solely upon job performance; they are not automatic; and there is no annual entitlement to them. Employees are eligible for a merit increase each year based upon the evaluation of their performance through Step 6, at which time they reach the top of their range. In order to receive a merit increase, an employee must receive at least a rating of “meets expectation” or above. Any such increase will be applied retroactively to the employee’s recent salary anniversary date.
Class and Compensation Study. The District commits to conducting a comprehensive classification and compensation study for all classifications in the SEIU Unit, working jointly with SEIU in the following manner: • Within thirty (30) days of Board adoption of this Agreement, a joint work group shall be established. • The joint work group shall consists of members from SEIU, administrators, and Human Resources staff. • The majority of the joint work group shall be SEIU appointees. • The District shall contract with EMS or CPS HR Consulting to perform a class and compensation study to be completed and released to the Union no later than six (6) months prior to the expiration of the contract. The joint work group shall work out the specific implementation terms of the class/ comp study, including but not limited to: • Identify and mutually agree to the jurisdictions of comparable size to be studied; • Identifying comparable positions for purposes of conducting a salary survey;
Class and Compensation Study. The city will conduct a class and compensation study for the bargaining unit in year two of the contract. The City and Union will meet and confer to discuss results and implementation in year three of the contract, July 2021.
Class and Compensation Study. The City shall conduct a class and compensation study – at the City’s expense. The class and compensation study shall be completed no later than July 1, 2018. Furthermore, it is understood that the recommendations and findings of the class and compensation study must be approved by the City Council in order to take effect. Upward adjustments to salary ranges as recommended by a City Council approved class and compensation study will be phased in during the term of this MOU. Furthermore, any employee in a classification that requires a reduction in the salary range shall be “Y- rated” and shall not receive salary adjustments until the salary range of their classification is equal to or greater than their current rate of pay. In no way will an employee be adversely impacted by the implementation of the class and compensation study. Merit increases will be applicable during the appropriate rating period. Should any recognized bargaining unit receive a higher salary increase in the fiscal year of this contract, the higher salary will also become effective in this memorandum of understanding at the same date. The City agrees subject to City Manager approval, that any employee holding the classification of “Director” may be eligible for the salary range identified as Zone C on Appendix “B” and any employee holding the classification of “Director or Deputy Director” may be eligible for the salary range identified as represented in Appendix “B”, if said employees have been employed by the City for a minimum of five years and whose job performance, increased responsibilities or the possession of professional licenses and/or certification warrants the represented. Article 7 (REVISED, 4/10 addition) WORK SCHEDULES 9/80 Work schedule The City operates under an Alternative Work Week Schedule commonly known as the “9/80 Plan”. The “9/80 Plan” generally includes a) employees will work nine (9) hours on Monday through Thursday and eight (8) hours on every other Friday; b) the alternate Fridays will be a day off and City Hall will be closed; c) City Hall Hours are 7:30am to 5:30pm Monday through Friday; d) the payroll period start and end times comply with Fair Labor Standards Act requirements; e) vacation, holiday and sick leaves will be given in hourly rather than daily increments; f) the City shall fund eight (8) hours of compensation for each such holiday falling on a Friday and nine (9) hours for each holiday falling on Monday through Thursday.
Class and Compensation Study. [new]: The City will conduct a class & compensation study using benchmark classifications in the bargaining unit. The parties will meet to address the details of the study including the selection of the outside contractor to perform the work. The parties intend that the study will be completed by January 2017. the parties will meet and confer over the implementation of the study findings in 2017. The study will include a review of job families and career ladders. Additionally, in the event that the parties agree that any job class should be reduced in salary, the effected incumbents will have their salaries frozen [Y-Rating or Star Rating].
