Compensation Study. If there is no dispute whether the job classification accurately reflects the duties being performed by the employee(s) in the classification but the employee(s) believes that the base salary should be adjusted based on how the job classification is paid in the external market, he/she may submit a compensation study request form through his/her immediate supervisor and his/her Department Director to the Human Resources Department. A given classification covered by this MOU will be eligible to receive an equity adjustment providing that the compensation study conducted by the Human Resources Department substantiates the need for an equity adjustment to bring the salary range of that classification in line with the mean salary paid to the same classification found in comparable cities. Internal equity factors will also be taken into consideration, as deemed appropriate by the Director of Human Resources or his/her designee, when determining whether or not an equity adjustment for a given classification is warranted. The Human Resources Department will be willing to receive and evaluate any salary comparison data that the employee or bargaining unit might want to make available regarding an equity adjustment for a given classification. In the event there are no comparable positions or an insufficient number of comparable positions, as determined by the Director of Human Resources, the salary range will be based on relevant internal equity alignment factors, as determined by the Director of Human Resources or his/her designee. Should a compensation study indicate that a given job classification is currently being paid above the mean salary paid to the same classification found in comparable cities, the salary range for current incumbents in that classification will remain unchanged. Once a final decision has been made by the City Manager or designee regarding the compensation study, the Human Resources Department will provide the Department Director and the employee whose position was studied with a final decision. The Human Resources Department will then notify the affected bargaining units of the classification and/or compensation study decisions. Equity adjustments described herein will be considered on an annual basis, either as a part of the annual budget process if no MOU negotiations should be occurring during the year in question or as a part of the MOU negotiations process should the MOU be up for negotiations. Like any other salary increase, equity a...
Compensation Study. The Compensation Study may include, but not necessarily be limited to, the following:
1. Interview employee(s) holding position(s) under review;
2. Interview supervisor(s) of employee(s) holding position(s);
3. Review job descriptions
Compensation Study a. The target salary range placement shall be no less than the average of the comparison organizations.
b. Employees in classifications that are re-allocated to a lower salary range shall be “grandfathered.” “Grandfather” means that employees would stay at their current range and continue to receive across-the-board salary increases.
Compensation Study. The County and Association agree that the following Counties will be utilized for compensation comparison purposes: El Dorado, Placer, Xxxxxx, Sutter, Xxxx and Xxxx The Association may complete a total compensation study six months prior to the expiration of the contract. The survey shall use the above counties based on top step wage, uniform allowance, xxx xxxxxxxxx, max education, employee retirement contribution picked up by the employer, max health, dental and vision contribution by employer. The date of the Survey shall be the day after the contract expires. The County may validate the results of the survey.
Compensation Study. The Association and the Administration agree to conduct a compensation study within the years of this contract. The Administration will contract with an independent consultant. If an independent consultant is unobtainable, a committee will be formed. The committee will be made up with equal representation (12) of CEA (6) and CUSD200 Administration (6) members. The results of the compensation study will be shared with the CEA and the CUSD200 Administration by June 2023.
Compensation Study. PSBA will perform a statistical analysis to determine the comparative relationship between district salaries and the market survey.
Compensation Study. The parties agree to participate in a joint compensation study starting in June 1, 2010 and to be finalized no later than September 1, 2010. The results of such study shall be discussed in the negotiations for the successor MOU.
Compensation Study. 8.1 On or about April 1, 2022, the parties will meet and confer on the results of the City’s Compensation Study. As part of the Market Compensation Study the City will study the following items brought forward by the FCPOA;
2.1 Education Incentive Pay 3.2 Field Training Officer
Compensation Study. 7.1.1.1. It is the intent of the parties to develop a process to provide competitive bargaining unit compensation while recognizing the need for financial stability of the District. Based on this understanding, CSEA Chapter 707 and the District agree that, during the 2009-2010 contract year, the District will select and pay for an outside consultant, who will be an independent contractor, to conduct a study to review classified compensation data from other comparable community college districts and from other public agencies in the District’s labor market, and to make written recommendations regarding bargaining unit compensation based on that study. The study will be completed and presented to the parties by no later than six (6) months from the date of ratification of this Agreement. “Compensation” means salary, health and welfare benefits, stipends, salary supplements such as longevity pay and shift premiums, and paid leave benefits. Prior to commencement of the study, the parties will develop a mutually agreed upon list of comparable agencies for the Consultant to use in the study.
Compensation Study. Within ninety (90) days of the Effective Date, the Corporation, at its own expense, will retain a nationally known compensation expert or firm who or which will perform a comprehensive study of the director and executive compensation arrangements, including but not limited to retainer, salary, bonus, incentive equity awards and pension arrangements, as applicable, at the Corporation and will compare such arrangements with other software businesses or businesses that the expert or firm determines are appropriate comparators. The Board or Compensation Committee will determine, in its sole discretion, what, if any, changes should be made in the overall compensation packages of the directors or executives or of any particular director or executive; provided, however, that in no event shall any proposed or adopted change adversely affect the Executive’s rights under this Agreement without the written consent of the Executive.
