09-23-1985 Council Packet - Laserfiche WebLink

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2.) Develop a plan to implement by 1987. 3.) Develop a means to adapt compensation as positions change. 4.) Finalize an internal compensation plan including wages, benefits, salary schedule, evaluations, pay for performance etc. C. Interim compensation plan. Back in March a proposal (attached) was presented by staff which provided the impetus for a more full compensation study. Because of the expected comparable worth study, this interim study was undertaken to address for 1985 the more significant adjustments based on the following criteria: a.) Market "Average" - An average derived from the Association of Metropolitan Municipalities (AM M)/Stanton 1985 Salary Survey for "similar" jobs, full analysis as to tasks, responsibilities was not undertaken however does provide a "ballpark" estimate of the job in the market. (The comparable worth study should provide a more definitive analysis.) This assumes Orono wants to pay at the "middle" of the market. b.) Supervisors/Employees - The criteria applied that a supervisor should at a minimum make at least what they would make as a front line employee. c.) Minimum Increase - This is an approximation of the average annual increase since 1980. Some employees in years past have not received this annual adjustment. Where this criteria is used, these employees who are at or above average performance in 1985 should receive the minimum average. The first criteria is used in addressing the non -salary benefits with all three used in the salary benefits. INTERIM COMPENSATION STODT Compensation generally is based on the two factors; a.) Internal - The relative worth of a job or position within the organization based generally on the tasks and responsibilities it has. b.) External - The price required in the market to attract a person qualified to perform the position in question.