Total Compensation Survey. Total compensation surveys for benchmark classifications within the EAGLES bargaining unit will be undertaken as outlined in Appendix A and B.
Total Compensation Survey. Total compensation includes salary, and a variety of other benefits. Among such benefits, but not exclusively, are contributions or payments made by the Employer toward retirement (CalPERS), medical insurance, dental insurance, life insurance, vision insurance, disability insurance, uniform allowance, and holiday pay. In addition, there can also be add-on costs for different incentives or services performed. Total compensation information will be gathered from similar agencies to determine how the Employer’s benchmark classifications compare with comparable positions in other agencies. The agencies used for comparison are listed below. Berkeley Fairfield Fremont Hayward Palo Alto Richmond San Xxxxx Valley Fire Protection District Santa Clara (City) Santa Xxxx Xxxxxxx Total compensation arrays will be provided to the Union three (3) months prior to the expiration of the MOU.
Total Compensation Survey. City shall conduct or have conducted a complete compensation survey of the largest municipal government organizations within the County of San Diego and within the State of California, as determined by the City. City will have the salary survey completed in time for the initiation of bargaining for a successor MOU. City will meet and consult with Local 145 over the list of agencies it will use for the compensation survey. The survey shall include, at a minimum, the ten largest cities in the State and every city in San Diego County, and at a minimum, include information regarding the wage salary scale utilized by each agency and the medical benefits and retirement benefits. number of suppression employees within each identified pay grade for each agency.
Total Compensation Survey. The City will conduct a Total Compensation Survey for purposes of the Fiscal Year 2025 Contract Negotiations. City will use the following list of agencies for future compensation surveys: City and County of San Francisco, City of Anaheim, City of Bakersfield, City of Carlsbad, City of Chula Vista, City of Encinitas, City of Escondido, City of Fremont, City of Fresno, City of Long Beach, City of Los Angeles, City of National City, City of Oakland, City of Oceanside, City of Poway, City of Riverside, City of Sacramento, City of San Xxxx, City of San Marcos, City of Stockton, and City of Vista.
Total Compensation Survey. The City is committed to providing a total compensation package that is number one in Ontario’s survey market going forward. The number one total compensation package shall be determined based on the results of the total compensation survey (hereinafter “survey”) conducted by the City. For purposes of conducting future surveys, beginning in February of 2024, the City and the Association will meet and confer over the details of an updated survey for the benchmark classification of Police Officer, including, but not limited to: cities to be included in the survey, elements to be included in the calculation of total compensation, and mathematical formulas used to calculate each element. If the City and the Association are able to reach mutual agreement on details of an updated survey, said survey will be conducted no later than May of 2025. Representatives of both the City and Association shall jointly certify the results of the survey. For the term of this contract, the percentage increase for the rank of Police Officer shall also be applied to Police Corporal and Police Detective.
Total Compensation Survey. Total Ccompensation includes not only salary, but also and a variety of other benefits. Among these such benefits, but not exclusively, are contributions or payments made by the Employer toward retirement (CalPERS), medical insurance, dental insurance, life insurance, vision insurance, disability insurance, uniform allowance, and holiday pay. In addition, there can also be add- on costs for different tasks or services performed (e.g. paramedics, hazardous materials). Comparable salaries and benefits Total compensation information will be gathered from similar agencies to determine how Livermore-Pleasanton the Employer’s benchmark classifications compare with comparable positions in other agencies. The cities that Livermore-Pleasanton Fire Department will compare to agencies used for comparison are listed below. Berkeley Fairfield Fremont Hayward Palo Alto Richmond San Xxxxx Valley Fire Protection District Santa Xxxxx (City) Santa Xxxx Xxxxxxx The specific classifications selected as the benchmark classes (classifications used for total compensation comparisons) will be determined through classification analyses based on. That is, the duties, responsibilities and minimum requirements for the benchmark classes are comparable among the survey agencies, and not merely classification titles. Total Ccompensation arrays will be provided to the Union representative three (3) months prior to the expiration of the Memorandum of UnderstandingMOU.
Total Compensation Survey. Total compensation includes salary, and a variety of other benefits. Among such benefits, but not exclusively, are contributions or payments made by the Employer toward retirement (CalPERS), medical insurance, dental insurance, life insurance, vision insurance, disability insurance, uniform allowance, and holiday pay. In addition, there can also be add-on costs for different tasks or services performed (e.g. paramedics, hazardous materials). Total compensation information will be gathered from similar agencies to determine how the Employer’s benchmark classifications compare with comparable positions in other agencies. The agencies used for comparison are listed below. Berkeley Fairfield Fremont Hayward Palo Alto Richmond San Xxxxx Valley Fire Protection District Santa Clara (City) Santa Xxxx Xxxxxxx The specific classifications selected as the benchmark classes (classifications used for total compensation comparisons) will be determined through classification analyses based on the duties, responsibilities and minimum requirements for the benchmark classes and not merely classification titles. Total compensation arrays will be provided to the Union three (3) months prior to the expiration of the MOU.
Total Compensation Survey. For the 2019 successor Memorandum of Understanding, the County’s total compensation survey shall include the same components surveyed in the Xxxxx Xxxxxxxx & Associates July 2017 survey. It shall compare the Attorney IV level to other appropriate levels of attorney classifications. The following counties will be used for comparison to Sonoma County: Alameda, Contra Costa, Marin, Napa, San Mateo, Solano, Sacramento, San Xxxx Obispo, Santa Xxxx, and Santa Xxxxx. Should any of these listed counties not have an Office of the Public Defender, the comparator data for the Office of the District Attorney classification would be used for the 2019 successor MOU. The benchmark market average will be determined by calculating the total compensation of each benchmark classification within each agency within the composite list of ten agencies, then removing the agency showing the highest and the agency showing the lowest total compensation per benchmark classification.
Total Compensation Survey. The Parties agree to conduct a joint survey to review the total compensation paid by appropriate comparison organizations for positions comparable to those within the bargaining unit at BC Assessment. The objective of the survey is to obtain representative data and to develop a market payline based on the findings. The Job Evaluation Committee (JEC) established under Article 27 will oversee the survey. The JEC will determine the survey methodology and compile and evaluate the results by June 30, 2011. Up to 12 representative positions within the bargaining unit will be selected as survey benchmarks and compensation data for these positions will be sought from up to 10 comparable organizations. The JEC will mutually agree upon which positions and organizations should be included in the survey. The Parties agree to share equally any costs associated with the survey. It is understood the survey results are not binding on either Party and any future salary range adjustments are subject to the collective agreement negotiation process. The Parties also agree any communications about the survey, its progress or its results will be jointly developed and issued by the JEC. Signed on 7 July, 2010 For Employer – C. Fair For Union – X. XxXxxxx
Total Compensation Survey. The following agencies have been used for the purposes of salary surveys for benchmarked positions in the recent past: City of Brentwood City of Napa Contra Costa County City of Xxxxx City of Pinole Contra Costa Fire District City of Fairfield City of Richmond Contra Costa Water District City of Folsom City of Vacaville East Bay Municipal Utility District Central Contra Costa Sanitary District City of El Cerrito City of Vallejo City of San Pablo City of Pleasant Hill During the term of the Agreement, the City shall complete a compaction study between the Division Fire Chief and Captain position. Should the study conclude that there is/are internal compaction (s), the parties agree to meet and confer over the results. No action as a result of the study shall be taken unless the parties are in mutual agreement. The intent is to begin this project within 180 days of the adoption of the MOU.
