Compensation Study. If there is no dispute whether the job classification accurately reflects the duties being performed by the employee(s) in the classification but the employee(s) believes that the base salary should be adjusted based on how the job classification is paid in the external market, he/she may submit a compensation study request form through his/her immediate supervisor and his/her Department Director to the Human Resources Department. A given classification covered by this MOU will be eligible to receive an equity adjustment providing that the compensation study conducted by the Human Resources Department substantiates the need for an equity adjustment to bring the salary range of that classification in line with the mean salary paid to the same classification found in comparable cities. Internal equity factors will also be taken into consideration, as deemed appropriate by the Director of Human Resources or his/her designee, when determining whether or not an equity adjustment for a given classification is warranted. The Human Resources Department will be willing to receive and evaluate any salary comparison data that the employee or bargaining unit might want to make available regarding an equity adjustment for a given classification. In the event there are no comparable positions or an insufficient number of comparable positions, as determined by the Director of Human Resources, the salary range will be based on relevant internal equity alignment factors, as determined by the Director of Human Resources or his/her designee. Should a compensation study indicate that a given job classification is currently being paid above the mean salary paid to the same classification found in comparable cities, the salary range for current incumbents in that classification will remain unchanged. Once a final decision has been made by the City Manager or designee regarding the compensation study, the Human Resources Department will provide the Department Director and the employee whose position was studied with a final decision. The Human Resources Department will then notify the affected bargaining units of the classification and/or compensation study decisions. Equity adjustments described herein will be considered on an annual basis, either as a part of the annual budget process if no MOU negotiations should be occurring during the year in question or as a part of the MOU negotiations process should the MOU be up for negotiations. Like any other salary increase, equity a...
Compensation Study. The Compensation Study may include, but not necessarily be limited to, the following:
Compensation Study a. The target salary range placement shall be no less than the average of the comparison organizations.
Compensation Study. The County and Association agree that the following Counties will be utilized for compensation comparison purposes: El Dorado, Placer, Xxxxxx, Sutter, Xxxx and Xxxx The Association may complete a total compensation study six months prior to the expiration of the contract. The survey shall use the above counties based on top step wage, uniform allowance, xxx xxxxxxxxx, max education, employee retirement contribution picked up by the employer, max health, dental and vision contribution by employer. The date of the Survey shall be the day after the contract expires. The County may validate the results of the survey.
Compensation Study. PSBA will perform a statistical analysis to determine the comparative relationship between district salaries and the market survey.
Compensation Study. The Association and the Administration agree to conduct a compensation study within the years of this contract. The Administration will contract with an independent consultant. If an independent consultant is unobtainable, a committee will be formed. The committee will be made up with equal representation (12) of CEA (6) and CUSD200 Administration (6) members. The results of the compensation study will be shared with the CEA and the CUSD200 Administration by June 2023. APPENDIX D MEMORANDUM OF UNDERSTANDING
Compensation Study. The parties agree to participate in a joint compensation study starting in June 1, 2010 and to be finalized no later than September 1, 2010. The results of such study shall be discussed in the negotiations for the successor MOU.
Compensation Study. A. The County shall commission a compensation study to be performed by one or more outside contractors during the term of this MOU to assess the following classifications: JWXB Clerk-Experienced Level EBVA Elections Services Specialist J3TE Secretary-Journey Level
Compensation Study. The parties agree to begin meeting once per month, beginning in January 2019 to attempt to reach agreement on the comparable agencies, bench mark classes and survey elements of a total compensation study in preparation for successor contract negotiations of this MOU. The Union and the City agree to meet at least 5 times. Should agreement be made, the City agrees to prepare the data and present it to the Union at least 180 calendar days prior to the expiration of the MOU. Implementation of any results is subject to the bargaining process for a successor MOU. The data shall be reverified and updated to ensure that it is current and relevant for the purposes of the study. Attachment 1: Salary Schedule ACE SALARY SCHEDULE JULY 1, 2018 - JUNE 30, 2019 Monthly Hourly 2.25% COLA Step A Step B Step C Step D Step E Step A Step B Step C Step D Step E ACCOUNT TECHNICIAN $4,442.11 $4,663.21 $4,895.27 $5,140.13 $5,397.77 $25.63 $26.90 $28.24 $29.65 $31.14 ACCOUNTANT I $5,366.71 $5,635.32 $5,916.72 $6,212.74 $6,521.55 $30.96 $32.51 $34.13 $35.84 $37.62 ACCOUNTANT II $5,918.55 $6,214.56 $6,523.37 $6,850.46 $7,193.98 $34.15 $35.85 $37.63 $39.52 $41.50 ACCOUNTS CLERK $4,030.97 $4,231.97 $4,442.11 $4,665.03 $4,897.10 $23.26 $24.42 $25.63 $26.91 $28.25 ADMINISTRATIVE ASSISTANT $4,065.69 $4,270.34 $4,484.13 $4,708.89 $4,944.61 $23.46 $24.64 $25.87 $27.17 $28.53 ADMINISTRATIVE CLERK I $3,163.01 $3,320.16 $3,484.61 $3,660.03 $3,842.76 $18.25 $19.15 $20.10 $21.12 $22.17 ADMINISTRATIVE CLERK II $3,660.03 $3,842.76 $4,034.62 $4,237.45 $4,449.42 $21.12 $22.17 $23.28 $24.45 $25.67 ADMINISTRATIVE RECORDS ANALYST $4,800.25 $5,039.63 $5,289.96 $5,556.75 $5,832.66 $27.69 $29.07 $30.52 $32.06 $33.65 ASSISTANT PLANNER $5,182.15 $5,439.80 $5,712.06 $5,997.12 $6,296.79 $29.90 $31.38 $32.95 $34.60 $36.33 BUILDING INSPECTOR I $4,538.95 $4,767.36 $5,003.08 $5,255.24 $5,518.37 $26.19 $27.50 $28.86 $30.32 $31.84 BUILDING INSPECTOR II $5,295.44 $5,560.40 $5,839.97 $6,130.51 $6,437.49 $30.55 $32.08 $33.69 $35.37 $37.14 DATA ENTRY CLERK $3,173.98 $3,331.12 $3,499.23 $3,674.65 $3,859.21 $18.31 $19.22 $20.19 $21.20 $22.26 DEVELOPMENT SERVICES TECHNICIAN $4,270.34 $4,484.13 $4,708.89 $4,944.61 $5,191.29 $24.64 $25.87 $27.17 $28.53 $29.95 EQUIPMENT OPERATOR $4,253.90 $4,465.86 $4,686.96 $4,922.68 $5,169.36 $24.54 $25.76 $27.04 $28.40 $29.82 MAINTENANCE WORKER I $3,025.97 $3,177.63 $3,336.61 $3,504.71 $3,678.31 $17.46 $18.33 $19.25 $20.22 $21.22 MAINTENANCE WORKER II $4,051.07 $4,253.90 $4,465.86 $4,690...
Compensation Study. During the term of this MOU, should the District conduct a compensation study for District positions other than the General Manager utilizing comparative agencies outside Santa Xxxx, Monterey, or San Xxxxxx Counties, it shall conduct a similar study for the Office and Field bargaining unit and shall reopen this agreement on the issue of wages only.
