City of Oak Creek
Common Council Report
Meeting Date: May 02, 2006
Item No.:
Recommendation: That the Common Council approve a recommendation from the Personnel Committee to solicit proposals from qualified firms to conduct a comprehensive salary study of those non-represented positions included in the 2006 wage ordinance 2398.
Background: The Personnel Committee recommends an across-the-board wage adjustment of 3.25% to the management and non-union employees to parallel the wage adjustment afforded to each union that has ratified a successor agreement for 2006.
The Personnel Committee also recommends that the Common Council approve soliciting proposals for a qualified consulting firm to conduct a comprehensive study of the current wages paid by the City to management and non-represented personnel to assure wages are competitive in the marketplace. The Personnel Committee would work with the consulting firm to develop a new salary structure along the following philosophy.
· Engage a consulting firm to complete a comprehensive salary review of non-represented positions contained in the City of Oak Creek wage ordinance for implementation on January 1, 2007.
· The resulting study should consider or incorporate the following philosophies:
o Recommend a fair market salary for each management and non-represented position.
o Eliminate current salary ranges and replace that system with one in which there is one established fair market rate for each position. The Common Council and Personnel Committee would place existing staff, or a new hire, at that rate, but also reserve the right to place the candidate at a salary less than fair market rate based on documented knowledge, skills, abilities and experience. The candidate would be laddered to the fair market rate within a certain pre-established period of time, perhaps two years. There would be no red circle or ceiling applied to those with city longevity.
o The benchmark (adopted) market rate established for each position would be adjusted annually by the same percentage as the across-the-board adjustment to maintain a wage for each position close to market rate adjusted for inflation.
o The annual wage adjustments would be across the board with the only exception made for those who have documented problems with substandard performance or documented experience with exemplary performance.
The Council and Personnel Committee would reserve the right to withhold all or a portion of the wage adjustment based on documented substandard performance. Conversely, the Council could award an employee a bonus (not part of their regular wage) for documented exemplary performance or for accepting temporary duties beyond those described within the job description.
o All wage adjustments, withheld adjustments, or bonus awards, will be based on documented performance found in a formal annual performance evaluation completed by the employee’s immediate supervisor.
Fiscal Impact: The cost of the study is unknown at this time, but is estimated at
$20,000 to $30,000 to be allocated from General Government, Outside Legal Services # 40525.
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Prepared by:
Patrick DeGrave City Administrator |
Respectfully submitted,
Patrick DeGrave City Administrator |
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Fiscal Review by:
Beverly A. Buretta, CMC City Clerk |
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