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HomeMy WebLinkAboutReso 1999-19481 RESOLUTION NO. 19481 RESOLUTION OF THE CITY COUNCIL OF THE CITY OF CHULA VISTA AMENDING THE EMPLOYER-EMPLOYEE RELATIONS POLICY TO INCLUDE THE COMPENSATION POLICY AS APPENDIX A WHEREAS, the Council recently approved a contract with John Shannon Associates to conduct a citywide classification/compensation study for all non-safety positions; and WHEREAS, one of the first steps in the conduct of that study was the development of a policy confirming the City's compensation policy and the selection of an appropriate labor market; and WHEREAS, the proposed compensation policy forrealizes the Council philosophy and approach to compensation which is to establish and maintain a compensation structure based on market place norms, internal alignment, and equity among various groups of employees; and WHEREAS, structures and ranges will be reviewed and updated as necessary based on an evaluation of the City's ability to pay, market place survey data, internal relationships, and equity among various groups of employees; and WHEREAS, the policy reflects discussions with the COuncil, E~ecutive Management staff and the labor representatives to the Classification Study Committee; and WHEREAS, said policy is designed to support achievement of the Council's strategic objectives for the community, encourage harmonious labor relations, and meet the needs of a majority of the workforce; and WHEREAS, all negotiating groups except Fire and Police have been met with and consulted with regarding the proposed policy. NOW, THEREFORE, BE IT RESOLVED the City Council of the City of Chula Vista does hereby amend the Employer-Employee Relations Policy to include the Compensation Policy as Appendix A, a copy of which is on file in the office of the City Clerk. Presented by Approved as to form by Candy Emers/5'n / ohn M. ~ Human Resources Director ney Resolution 19481 Page 2 PASSED, APPROVED, and ADOPTED by the City Council of the City of Chula Vista, California, this 8'h day of June, 1999, by the following vote: AYES: Courlcilmennbers: Davis, Moot, Salas and Horton NAYS: Councilmennbers: None ABSENT: Councilmembers: Padilia ABSTAIN: Counciln~embers: None Shirley Hortonf~ayor ATTEST: Susan Bigelow, City Clerk STATE OF CALIFORNIA ) COUNTY OF SAN DIEGO ) CITY OF CHULA VISTA ) I, Susan Bigelow, City Clerk of Chula Vista, California, do hereby certify that the foregoing Resolution No. 19481 was duly passed, approved, and adopted by the City Council at a regular meeting of the Chula Vista City Council held on the 8lh day of June, 1999. Executed this 8'h day of June, 1999. Susan Bigelow, City Clerk APPENDIX A COMPENSATION POLICY INTRODUCTION The City's compensation program is designed to support the achievement of the City Council strategic objectives for the community, enhance harmonious labor relations and meet the needs of a majority of the workforce. It should foster a team concept within the organization, recognizing the importance of a satisfied, productive, and cohesive workforce. All Associations and tinrepresented groups have had an opportunity to discuss the compensation policy. Employees represented by the POA and IAFF were not included in these discussions since compensation goals are included in their current MOU's. In implementing this program, the following guidelines will be considered based upon the financial capacity of the City. COMPENSATION PHILOSOPHY The City's compensation philosophy is to establish and maintain a compensation structure based on market place norms, intemal alignment and equity among various groups of employees. Structures and ranges will be reviewed and updated as necessary based on an evaluation of the City's ability to pay, market place survey data, intemal relationships, and equity among various groups of employees. IMPLEMENTATION The City's compensation program will be implemented in accordance with the following guidelines: 1. FISCALLY PRUDENT The City's compensation program shall ensure that it will not jeopardize the financial condition of the City. The City's practice is to compensate employees in accordance with the City's financial condition. In determining the City's financial condition, the City will consider competing service priorities, reserves and revenue growth. 2. ATTRACT AND RETAIN QUALITY EMPLOYEES The City's compensation program should ensure that the City has the ability to attract and retain the quality of person the City needs to implement the City Council's policy objectives and priorities. 3. LABOR MARKET The City's practice is to survey government labor markets that include: A. Local labor market comprised of San Diego County, the 18 cities within the County and, when appropriate, special purpose agencies and private sector employers that provide municipal services. B. Regional market of Orange County, Riverside County, and San Bemardino County cities that are similar to Chula Visa in growth, population, service structure, and complexity. C. Statewide market of cities that are similar to Chula Vista in population growth, service structure, and complexity. 4. COMPETITIVE POSITION If fiscally prudent it is the City's objective to compensate employees at rates above the middle of the labor market as measured by the median. A. For Chula Vista Employee's Association unit, the primary market will include the local labor market. B. For Western Council of Engineers, Mid-Managers, and Senior-Managers, and other selected professional positions the market will include both the local labor market and the regional market. C. For Executives, the market will include the local, regional, and the statewide market. D. In addition to the labor market survey data referenced above, in order to address unique compensation concerns, the City and/or recognized employee representatives may, at their discretion, collect and present supplemental market survey data in the context of the meet and confer process. 5. MEASUREMENT OF COMPETITIVE POSITION Competitive position will be calculated utilizing total cash compensation which includes base salary plus cash add-ons to base salary including PERS pick-up, incentive pay, optional benefit, employer paid deferred compensation, etc. In addition, the City will also consider health and retirement benefits, leave benefits, and reimbursement policies. 6. INTERNAL ALIGNMENT Consideration will be given to both labor market survey data and internal relationships in establishing salary ranges. When establishing internal relationships, priority will be given to: A. Appropriate differential between superior and subordinate classes B. Appropriate differentials among classes in the same class series (i.e.technical/professional) C. Relationships among related class series (e.g., planning, inspection services, and engineering) D. Relationships across unrelated class series. 7. MIX OF BASE SALARY, TOTAL CASH AND BENEFITS The City's practice is to provide a mix of base salary, total cash and benefits that is generally competitive with the labor market. When evaluating benefits, the City will consider both the cost and the content of the benefits. 8. PAY ADMINISTRATION Individual compensation adjustments within the salary range will be made in accordance with the appropriate memorandum of understanding and/or salary resolution and personnel policies. 9. COLLECTIVE BARGAINING The City's practice is to honor the integrity of the collective bargaining process through good faith negotiations. It is understood that these negotiations will take place exclusively through the recognized representatives of the City and the representatives of the appropriate bargaining unit. 10. SHARING OF COMPENSATION SURVEY INFORMATION Consistent with the City's commitment to an open and collaborative relationship with employees, the compensation survey data collected pursuant to this program will be shared with umepresented employees, or the appropriate recognized employee representatives. Ill