|
Conclusion
<br />Table 7- Position Grade Assignment with Minimum, Midpoint and Maximum Salary
<br />When comparing the proposed scale to the current scale, the current scale is, on average, $6,022 lower on the Minimum Salary and
<br />$2,522 lower on the Maximum Salary. The reduced variance in the Maximum Salary is likely due to the spread built in to the current
<br />scale, with position salary growth at 33%. The average market spread is in the low to mid 20% range. The proposed scale will have a
<br />24% growth in salary between the minimum and maximum step.
<br />When comparing the proposed scale to market, the proposed scale is, on average, $152 above market on the Minimum Salary and
<br />$491 below market on the Maximum Salary.
<br />In the market analysis, it was noted that the current scale is significantly lower on both the Minimum and Maximum ends as compared
<br />to market. The proposed scale is intended to provide an equitable compensation system that is comparable with market conditions.
<br />-8-
<br />People
<br />+Process.
<br />Going
<br />Beyondm,
<br />Nitm' hers
<br />New
<br />New Step
<br />New Step
<br />Position
<br />Points
<br />(rade
<br />Start
<br />NHdpoint
<br />7
<br />Administrative Support Assistant -Administration
<br />114
<br />5
<br />$ 39,923.62
<br />$ 44,667.55
<br />$ 49,411.47
<br />City Administrator
<br />1084
<br />19
<br />94,937.98
<br />106,218.99
<br />117,500.00
<br />City Clerk
<br />240
<br />10
<br />54,398.97
<br />60,862.93
<br />67,326.89
<br />Accountant
<br />294
<br />10
<br />54,398.97
<br />60,862.93
<br />67,326.89
<br />Director of Finance
<br />745
<br />16
<br />78,853.97
<br />88,223.80
<br />97,593.62
<br />IT Technician
<br />250
<br />10
<br />54,398.97
<br />60,862.93
<br />67,326.89
<br />Payroll/Utility Billing Clerk
<br />131
<br />6
<br />42,471.94
<br />47,518.67
<br />52,565.40
<br />Administrative Support Assistant - Planning & Building
<br />114
<br />5
<br />39,923.62
<br />44,667.55
<br />49,411.47
<br />Building Official
<br />354
<br />12
<br />61,565.16
<br />68,880.64
<br />76,196.12
<br />City Planner
<br />324
<br />11
<br />57,871.25
<br />64,747.80
<br />71,624.35
<br />Community Development Director
<br />640
<br />15
<br />74,122.73
<br />82,930.37
<br />91,738.00
<br />Planning Assistant
<br />151
<br />7
<br />45,182.92
<br />50,551.78
<br />55,920.64
<br />Senior Planner
<br />353
<br />12
<br />61,565.16
<br />68,880.64
<br />76,196.12
<br />Administrative Support Assistant - Police
<br />114
<br />5
<br />39,923.62
<br />44,667.55
<br />49,411.47
<br />Police Chief
<br />883
<br />17
<br />83,887.20
<br />93,855.10
<br />103,823.00
<br />Community Service Officer
<br />76
<br />1
<br />31,170.33
<br />34,874.14
<br />38,577.96
<br />Deputy Chief
<br />508
<br />14
<br />69,675.37
<br />77,954.55
<br />86,233.72
<br />Office Manager
<br />219
<br />9
<br />51,135.03
<br />57,211.15
<br />63,287.28
<br />Maintenance
<br />164
<br />7
<br />45,182.92
<br />50,551.78
<br />55,920.64
<br />Public Works Director/ Engineer
<br />765
<br />16
<br />78,853.97
<br />88,223.80
<br />97,593.62
<br />Supervisor (Streets)
<br />273
<br />10
<br />54,398.97
<br />60,862.93
<br />67,326.89
<br />Supervisor(Water/Sewer)
<br />273
<br />10
<br />54,398.97
<br />60,862.93
<br />67,326.89
<br />When comparing the proposed scale to the current scale, the current scale is, on average, $6,022 lower on the Minimum Salary and
<br />$2,522 lower on the Maximum Salary. The reduced variance in the Maximum Salary is likely due to the spread built in to the current
<br />scale, with position salary growth at 33%. The average market spread is in the low to mid 20% range. The proposed scale will have a
<br />24% growth in salary between the minimum and maximum step.
<br />When comparing the proposed scale to market, the proposed scale is, on average, $152 above market on the Minimum Salary and
<br />$491 below market on the Maximum Salary.
<br />In the market analysis, it was noted that the current scale is significantly lower on both the Minimum and Maximum ends as compared
<br />to market. The proposed scale is intended to provide an equitable compensation system that is comparable with market conditions.
<br />-8-
<br />People
<br />+Process.
<br />Going
<br />Beyondm,
<br />Nitm' hers
<br />
|