Compensation Survey. The District will retain a third party consultant to perform a compensation survey designed to compare the wage rates and benefits (i.e. total compensation) paid by the District to its employees represented by the Union with wage rates and benefits paid by reasonably comparable irrigation districts or similar agencies - that operate under similar circumstances as the District - for the same or comparable work. The District will consider input from the Union as to proposed comparable agencies and why the Union believes they are comparable. The final decision as to which agencies will be deemed comparable will be made by the District with input from the consultant. The District will require that the survey be completed no later than six (6) months prior to the expiration of this MOU. The results of the survey will be communicated to the Union. It is understood and agreed that the survey results will be considered by the parties in negotiations for a new MOU, but any changes to wage rates or benefits will be the result of negotiations between the parties, and will not be dictated by the salary survey. The parties will be free to consider all pertinent factors in negotiating compensation and benefits.
Compensation Survey. Not later than sixty (60) calendar days after this MOU is ratified by the District’s Board of Directors and executed by the parties, the District will initiate efforts to retain a suitable consultant to perform a compensation survey designed to compare the wage rates and benefits (i.e. total compensation) paid by the District to its employees represented by the Union with wage rates and benefits paid by reasonably comparable irrigation districts or similar agencies ‐ that operate under similar circumstances as the District ‐ for the same or comparable work. The District will consider input from the Union as to proposed comparable agencies and why the Union believes they are comparable. The decision as to which agencies will be deemed comparable will be made by the District with input from the consultant. The District will require that the survey be completed by the end of the first quarter of 2019. The results of the survey will be communicated to the Union. It is understood and agreed that the survey results will be considered by the parties in negotiations for a new MOU, but any changes to wage rates or benefits will be the result of negotiations between the parties, and will not be dictated by the salary survey. The parties will be free to consider all pertinent factors in negotiating compensation and benefits.
Compensation Survey. The parties will work cooperatively to identify, collect, compile, and analyze information from comparable school districts regarding compensation provided to employees in those school districts whose job duties are comparable to the job duties of Teamsters Local 150 bargaining unit positions in the Berryessa Union School District. The compensation survey shall include, but is not limited to, salary, longevity, health and welfare benefits contributions, PERS contributions, and retiree benefits. The parties agree to jointly complete this compensation survey on or before June 30, 2007, and to consider this data in compensation negotiations for 2007-2008.
Compensation Survey. The City shall conduct a compensation survey of the following public agencies for all classifications represented by PCEA. The City shall commence said survey prior to March 1, 2018 and upon reaching an agreement with PCEA as to its parameters. City of Clovis City of Delano City of Hanford City of Los Banos City of Madera City of Reedley City of Selma City of Tulare City of Visalia (Resolution 47-2017)
Compensation Survey. The City shall conduct a compensation survey of the following public agencies for all classifications represented by PSSU. The City shall commence said survey prior to March 1, 2018 and upon reaching an agreement with PSSU as to its parameters. City of Clovis City of Delano City of Hanford City of Los Banos City of Madera City of Reedley City of Selma City of Tulare City of Visalia (Resolution 46-2017)
Compensation Survey. The City will conduct a compensation survey on a reasonable number of benchmark positions to be completed prior to the commencement of negotiations for the successor MOU. The City and Union agree to hold a meeting prior to the commencement of this survey to discuss the methodology to be utilized.
Compensation Survey. In January 2018, the City will conduct a Total Compensation survey between the Firefighters serving the City of Pomona and the City of Ontario for the positions of Fire Captain, Fire Engineer, Fire Prevention Inspector and Firefighter. The following items will be used in the calculations: ➢ Monthly base salary; ➢ Deferred Compensation; ➢ Incentive pays covering 90% or more of the employees; ➢ City contribution of employee share of PERS/retirement; ➢ Uniform allowance; ➢ Health, dental and vision plan contributions; ➢ Life Insurance and Long term disability contributions. Following completion of the study, the City will meet with the Association to review the results. This survey will not obligate the City to any adjustments.
Compensation Survey. The Department and Local 2400 will establish a labor/management committee to jointly work together to create a compensation survey. The purpose of the compensation survey is to assist the parties in negotiating a successor MOU. The committee will consist of two members appointed by Management and two members appointed by Local 2400. The first meeting of the committee will be held at least eight months prior to the expiration of the MOU (For this case MOU November 2024). The Committee is assigned to determine how the survey data will be collected. Survey data will be collected from comparable positions in agencies providing fire related services (with a minimum service population of 75,000 and a maximum service population of 250,000) within San Mateo, Alameda and Santa Xxxxx Counties. Data will be collected for the Firefighter/Engineer and Fire Captain classifications. If an agency does not have a Firefighter /Engineer classification, data will be collected for the Firefighter and Engineer classifications. To determine market median for Firefighter/Engineer, the Department will use top step Engineer and top step Firefighter classifications. The top step salaries will be put into the following formula to determine the salary figure to be used in the compensation survey. o ((top step Engineer salary + top step Firefighter salary)/2 + top step Engineer salary) /2 The cutoff date for the collection of data will be the first of the month, 5 months prior to the expiration of the MOU (in this case February 1, 2025). All future negotiated salary increases, known on the first of the month, 5 months prior to the expiration of the MOU and effective prior to 2 months after the expiration of the MOU (in this case February 1, 2025 and effective prior to September 1, 2025) shall be included in base top step salary for all comparable classifications. Any increases negotiated beyond 2 months after the expiration of the MOU (in this case September 1, 2025) shall not be included in the compensation survey. If an agreement has a salary/benefit increase effective prior to two months after the expiration of the MOU (in this case September 1, 2025), but is not adopted by the governing body until after the first of the month five months prior to the expiration of the MOU (in this case February 1, 2025), those increases will not be included in the compensation survey. The compensation survey will at least include the following: • Top Step Base Salary • EMT Pay • Employer Health and...
Compensation Survey. 1. The County agrees to conduct a compensation survey of the following job classifications: Office Assistant II, Sr. Office Specialist, Collection Services Agent II, Utility Billing Representative II, Sr. Audio Visual Specialist, Deputy Public Guardian, and Communication Operations Dispatcher II, and Airport Operations Dispatcher II. The County and the subcommittee selected by UPE shall meet regularly on the conduct of this survey.
Compensation Survey. The City will update the sworn classification compensation survey below by November 1, 2023. Joint revision at 1/2/19 bargaining session + PERS and % to Match included Agency SALARY RETIREMENT SUBTOTAL LONGEVITY PAY ADV PAY UNIFORM HOLIDAY SUBTOTAL HEALTH BENEFIT TOTAL W/ HEALTH BENEFIT Santa Xxxx $ 9,134 $ (457) $ 8,677 - $ 708 $ 92 $ 681 $ 10,158 $ 2,028 $ 12,186 Concord $ 8,661 - $ 8,661 - $ 866 $ 117 $ 512 $ 10,156 $ 1,812 $ 11,967 Napa, City of $ 9,309 $ (512) $ 8,797 - $ 200 $ 100 $ 501 $ 9,598 $ 1,795 $ 11,393 Contra Costa County $ 8,553 - $ 8,553 $ 599 $ 428 $ 73 $ 428 $ 10,080 $ 2,373 $ 12,453 Hercules $ 8,423 $ (253) $ 8,170 $ 674 $ 295 $ 75 $ 421 $ 9,635 $ 2,028 $ 11,662 San Xxxxxx $ 8,547 $ (85) $ 8,461 - $ 427 $ 122 $ 427 $ 9,437 $ 1,972 $ 11,410 Novato $ 7,860 - $ 7,860 $ 786 $ 393 $ 80 $ 423 $ 9,542 $ 1,875 $ 11,417 Xxxxxxxx $ 7,967 $ (80) $ 7,887 $ 757 $ 478 $ 75 $ 460 $ 9,657 $ 1,554 $ 11,211 Pleasant Hill $ 8,866 - $ 8,866 $ 443 $ 665 $ 96 $ 443 $ 10,513 $ 1,649 $ 12,161 Sonoma County $ 8,385 $ (486) $ 7,899 - $ 671 $ 42 $ 387 $ 8,998 $ 1,638 $ 10,636 Avg $ 8,570 $ (312) $ 8,383 $ 652 $ 513 $ 87 $ 468 $ 9,777 $ 1,872 $ 11,650 Petaluma $ 7,166 - $ 7,166 $ 358 $ 502 $ 107 $ 365 $ 8,498 $ 1,933 $ 10,431 Petaluma +/- : $ 1,405 $ 1,217 $ 293 $ 11 $ (20) $ 103 $ 1,279 $ (61) $ 1,219 % To Match 19.60% 11.68% *The City of Novoto pays $20 per month to defray the cost of dry cleaning uniforms. **Sonoma County covers cost of uniforms in lieu of uniform pay.
