(a) Adoption. The compensation plan shall be prepared by the City Manager for recommendation to City Council and shall make provision for merit adjustments in order to provide incentive in the public service. The compensation plan may be amended by City Council on recommendation of the City Manager from time to time as circumstances require, either through adjustment of pay rates and ranges or by reassignment of classifications to different pay ranges.
(b) Incentive Merit Adjustments. A range of pay shall be assigned to all classifications and all regular, unclassified positions except that the City Manager may institute a special pay arrangement or incentive compensation program under unusual circumstances which will be beneficial to the City. In order to provide for incentive merit adjustments, deviations may be made by the City Manager from the salary and wage schedule established. These merit adjustments may be made by the City Manager for each individual employee based upon an employee service evaluation.
(c) Factors. Pay ranges shall be related directly to the classification plan and shall be determined with due regard for the following factors:
(1) The pay ranges for other classifications.
(2) The relative difficulty and responsibility of the classification.
(3) The availability of employees in particular occupational categories.
(4) The financial policies of the City.
(5) Other economic considerations.
(d) Development of Plan. The City Manager may make comparative studies of factors affecting the level of pay ranges as often as he deems necessary. Studies should be made periodically and when possible immediately prior to the preparation of the budget, so that study findings can be instituted into the plan in time for inclusion in the budget.
(Ord. 20-04. Passed 2-23-04.)