Ordinance 2494-00 - Laserfiche WebLink

• their performance over the previous year. Salary actions will be recommended based on this performance review information. 1.5 Assigning Salary Grades to Positions: The positions will be formally and systematically evaluated to establish the relative value of each job within the City of Everett. This valuation process will examine the duties and responsibilities of each position and how it compares to other positions. The position evaluation process will be used to determine pay and to create and maintain organizational structure. All appointive and non-bargained positions will be evaluated on the basis of the following factors or categories: ❖ Knowledge and Skills ❖ Supervisory Controls ❖ Guidelines ❖ Job Complexity ❖ Job Scope and Effect of Actions ❖ Contacts + Purpose of Contacts ❖ Physical Demands + Work Environment A benchmark salary survey will be conducted every two years on key benchmark positions for comparison to the current market value of those positions. The mid-point of the pay ranges for the various appointive positions is intended to approximate the current mean market wage of comparable positions. The Human Resources Manager shall present the findings of the biennial salary surveys to the Compensation Committee for review. 1.6 Authority for Amending Classification and Salary Rates: Depai tnient directors may request the revision of existing specifications, the creation of new specifications, or the reclassification of appointive employees to other existing appointive classifications. These requests shall be submitted to the Labor Relations/Human Resources Director or designee, who shall evaluate the proposals with the aid of staff. The evaluation of these proposals will be conducted in accordance with the City of Everett's Appointive Staff Compensation Plan Policies and Procedures referred to in Section 13 of this ordinance, which are incorporated herein by reference. Human Resources will refer proposals to the Compensation Committee for final approval. 1.7 Filling Vacant Positions: When a position is vacated, the affected department director and the Human Resources Manager will review the work assigned to the position to assure that it is consistent with its current position description, classification, and pay range. If they determine that the position has changed significantly, the position description will be revised accordingly, and the job will be reevaluated to determine its appropriate classification and salary range. The Compensation Committee must approve any changes to classifications and salary ranges. AppointiveEmployeeOrdinance 2