HomeMy WebLinkAbout0308 Compensation Plan24
308 Compensation Plan
Employees shall be paid in accordance with the compensation plan, which may
include one or more salary schedules. In positioning classes on salary schedules,
consideration shall be given to point factor ranking; prevailing rates of pay among
area employers; the availability of qualified applicants; the duties, responsibilities,
and qualifications required; and other factors found to be relevant.
.01 The compensation plan shall be designated and administered in an effort to attract
and retain qualified and capable individuals.
.02 The Human Resources Department shall survey area employers on an as needed
basis for a variety of positions and make recommendations for range adjustments
accordingly.
.03 All benchmark positions and titles in the Grapevine pay plans shall be reviewed at
least once every three years to recommend any range adjustments needed to the
pay plans.
.04 All recommendations for range or plan adjustment(s) require City Council approval.
.05 A new police or fire officer will normally be compensated at the minimum step of the
approved salary range.
.06 New employees other than police and fire officers will normally be compensated at
the start or minimum of the salary range.
.07 In certain circumstances, the Human Resources Department may authorize hiring at
up to 5% above minimum with Department Head's recommendation.
.08 Any exception to Section .05 and .06 requires City Manager authorization.
.09. Supervisors shall generally be paid 5% above their highest paid subordinate.
Supervising another employee involves all of the following: directing the employee’s
day-to-day work activities, training, disciplining, and conducting performance
evaluations.
.10 Police and fire officers on the step-pay plan shall receive their annual review and any
corresponding salary increase on their anniversary date if funding is authorized by
the City Manager and City Council.
.11 All employees on the merit-pay plan shall receive their annual review and any
corresponding salary increase on their anniversary date if funding is authorized by
the City Manager and City Council.
.12 No employee shall receive more than the maximum rate established for their class
except in the event of an across-the-board increase approved by the City Manager
and City Council. Otherwise, all topped-out employees shall continue to receive their
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former rate of pay until such time a range adjustment surpasses the employee’s rate.
.13 A merit increase may be granted upon the recommendation of the Department Head
and approval of the City Manager after careful consideration and evaluation of the
ability and performance of the employee.
.14 No exception to the compensation plan will be made without written authorization of
the City Manager.
Revised 2/24/2014