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be selected likely including all cities in the metro area within the population range of <br /> 5,000 to 15,000 as the competitive labor market draw (see Attachment C). <br /> Each non-union job classification would have a base salary range consisting of: <br /> the minimum step, progressive steps for time and experience gained in the job (typically <br /> at anniversary), a target market and a maximum salary. <br /> General Plan Range Design <br /> Min/A B C D E F Target Max <br /> The city's salary table would be adjusted as necessary using the average maximum <br /> wage for each position as the "Target" rate. The starting rate or minimum step could be <br /> 75% of the target and the maximum attainable salary could be 105% of the market or <br /> some other number the City Council finds appropriate. <br /> Attachment D provides a sample of this system and a draft proposal for 2014. <br /> Advantages of this option: <br /> • This limits the COLA compounding wage increases. <br /> • Analysis is done to ensure the City's salaries are competitive with the general <br /> market for like positions in the public sector. <br /> Possible disadvantages: <br /> • Employees are less clear (a COLA % applied to all is simple) on what to expect <br /> from compensation going forward and may perceive it to be variable or unstable. <br /> • As demonstrated in Table 1 on page 1, the city has tried to provide equitable <br /> raises to union and non-union employees. This option will likely be viewed as <br /> changing that philosophy. <br /> • The City will be comparing itself to the market more regularly in order to ensure <br /> that range maximums do not fall below the market average which may help or <br /> hurt the budget. This may become important as the City looks to recruit and <br /> retain top talent especially in for positions that require an advanced skill set. <br /> Questions to consider for this option: <br /> - How do you fairly measure the market for positions not easily compared to other <br /> cities? Some positions such as Planning Assistant, PZ Coordinator, Police Chief <br /> (with 20,000 population service area) or Asst. City Administrator (with planning <br /> background) aren't an exact fit with other comparables so discretion with title and <br /> population would be needed. <br /> 4 <br />