Compensation Survey. The District will retain a third party consultant to perform a compensation survey designed to compare the wage rates and benefits (i.e. total compensation) paid by the District to its employees represented by the Union with wage rates and benefits paid by reasonably comparable irrigation districts or similar agencies - that operate under similar circumstances as the District - for the same or comparable work. The District will consider input from the Union as to proposed comparable agencies and why the Union believes they are comparable. The final decision as to which agencies will be deemed comparable will be made by the District with input from the consultant. The District will require that the survey be completed no later than six (6) months prior to the expiration of this MOU. The results of the survey will be communicated to the Union. It is understood and agreed that the survey results will be considered by the parties in negotiations for a new MOU, but any changes to wage rates or benefits will be the result of negotiations between the parties, and will not be dictated by the salary survey. The parties will be free to consider all pertinent factors in negotiating compensation and benefits.
Compensation Survey. Not later than sixty (60) calendar days after this MOU is ratified by the District’s Board of Directors and executed by the parties, the District will initiate efforts to retain a suitable consultant to perform a compensation survey designed to compare the wage rates and benefits (i.e. total compensation) paid by the District to its employees represented by the Union with wage rates and benefits paid by reasonably comparable irrigation districts or similar agencies ‐ that operate under similar circumstances as the District ‐ for the same or comparable work. The District will consider input from the Union as to proposed comparable agencies and why the Union believes they are comparable. The decision as to which agencies will be deemed comparable will be made by the District with input from the consultant. The District will require that the survey be completed by the end of the first quarter of 2019. The results of the survey will be communicated to the Union. It is understood and agreed that the survey results will be considered by the parties in negotiations for a new MOU, but any changes to wage rates or benefits will be the result of negotiations between the parties, and will not be dictated by the salary survey. The parties will be free to consider all pertinent factors in negotiating compensation and benefits.
Compensation Survey. 1706 The parties will work cooperatively to identify, collect, compile, and analyze 1707 information from comparable school districts regarding compensation provided to 1708 employees in those school districts whose job duties are comparable to the job 1709 duties of Teamsters Local 150 bargaining unit positions in the Berryessa Union 1710 School District. The compensation survey shall include, but is not limited to, 1711 salary, longevity, health and welfare benefits contributions, PERS contributions, 1712 and retiree benefits. The parties agree to jointly complete this compensation 1713 survey on or before June 30, 2007, and to consider this data in compensation 1714 negotiations for 2007-2008.
Compensation Survey. The City shall conduct a compensation survey of the following public agencies for all classifications represented by PSSU. The City shall commence said survey prior to March 1, 2018 and upon reaching an agreement with PSSU as to its parameters. City of Clovis City of Delano City of Hanford City of Los Banos City of Madera City of Reedley City of Selma City of Tulare City of Visalia (Resolution 46-2017)
Compensation Survey. The City shall conduct a compensation survey of the following public agencies for all classifications represented by PCEA. The City shall commence said survey prior to March 1, 2018 and upon reaching an agreement with PCEA as to its parameters. City of Clovis City of Delano City of Hanford City of Los Banos City of Madera City of Reedley City of Selma City of Tulare City of Visalia (Resolution 47-2017)
Compensation Survey. The City will update the sworn classification compensation survey below by November 1, 2023. Joint revision at 1/2/19 bargaining session + PERS and % to Match included Agency SALARY RETIREMENT SUBTOTAL LONGEVITY PAY ADV PAY UNIFORM HOLIDAY SUBTOTAL HEALTH BENEFIT TOTAL W/ HEALTH BENEFIT Santa Xxxx $ 9,134 $ (457) $ 8,677 - $ 708 $ 92 $ 681 $ 10,158 $ 2,028 $ 12,186 Concord $ 8,661 - $ 8,661 - $ 866 $ 117 $ 512 $ 10,156 $ 1,812 $ 11,967 Napa, City of $ 9,309 $ (512) $ 8,797 - $ 200 $ 100 $ 501 $ 9,598 $ 1,795 $ 11,393 Contra Costa County $ 8,553 - $ 8,553 $ 599 $ 428 $ 73 $ 428 $ 10,080 $ 2,373 $ 12,453 Hercules $ 8,423 $ (253) $ 8,170 $ 674 $ 295 $ 75 $ 421 $ 9,635 $ 2,028 $ 11,662 San Xxxxxx $ 8,547 $ (85) $ 8,461 - $ 427 $ 122 $ 427 $ 9,437 $ 1,972 $ 11,410 Novato $ 7,860 - $ 7,860 $ 786 $ 393 $ 80 $ 423 $ 9,542 $ 1,875 $ 11,417 Xxxxxxxx $ 7,967 $ (80) $ 7,887 $ 757 $ 478 $ 75 $ 460 $ 9,657 $ 1,554 $ 11,211 Pleasant Hill $ 8,866 - $ 8,866 $ 443 $ 665 $ 96 $ 443 $ 10,513 $ 1,649 $ 12,161 Sonoma County $ 8,385 $ (486) $ 7,899 - $ 671 $ 42 $ 387 $ 8,998 $ 1,638 $ 10,636 Avg $ 8,570 $ (312) $ 8,383 $ 652 $ 513 $ 87 $ 468 $ 9,777 $ 1,872 $ 11,650 Petaluma $ 7,166 - $ 7,166 $ 358 $ 502 $ 107 $ 365 $ 8,498 $ 1,933 $ 10,431 Petaluma +/- : $ 1,405 $ 1,217 $ 293 $ 11 $ (20) $ 103 $ 1,279 $ (61) $ 1,219 % To Match 19.60% 11.68% *The City of Novoto pays $20 per month to defray the cost of dry cleaning uniforms. **Sonoma County covers cost of uniforms in lieu of uniform pay.
Compensation Survey. The City will conduct a compensation survey on a reasonable number of benchmark positions to be completed prior to the commencement of negotiations for the successor MOU. The City and Union agree to hold a meeting prior to the commencement of this survey to discuss the methodology to be utilized.
Compensation Survey. In January 2018, the City will conduct a Total Compensation survey between the Firefighters serving the City of Pomona and the City of Ontario for the positions of Fire Captain, Fire Engineer, Fire Prevention Inspector and Firefighter. The following items will be used in the calculations: ➢ Monthly base salary; ➢ Deferred Compensation; ➢ Incentive pays covering 90% or more of the employees; ➢ City contribution of employee share of PERS/retirement; ➢ Uniform allowance; ➢ Health, dental and vision plan contributions; ➢ Life Insurance and Long term disability contributions. Following completion of the study, the City will meet with the Association to review the results. This survey will not obligate the City to any adjustments.
Compensation Survey. A committee of management and staff will initiate a collaborative compensation survey in September of 2019. LOMA XXXXX PUBLIC WORKS CITY OF LOMA XXXXX EMPLOYEES ASSOCIATION BY BY BY DATED BY BY DATED APPENDIX “A” CITY OF LOMA XXXXX TABLE OF POSITIONS CLASSIFICATIONS CITY EMPLOYEES ASSOCIATES (CEA) Field Maintenance Technician I Field Maintenance Technician II Field Maintenance Technician III Utility Maintenance Aide Utility Maintenance Technician I Utility Maintenance Technician II Utility Maintenance Technician III Treatment Plant Operator I Treatment Plant Operator II Treatment Plant Operator III Customer Service/Meter Technician Facility Maintenance Coordinator Lead Mechanic/Fleet Services Coordinator APPENDIX “B” COMPENSATION PLAN LOMA XXXXX PUBLIC WORKS EMPLOYEES ASSOCIATION JULY 1, 2017 POSITION TITLE PAY GRADE Annual Minimum Annual Maximum FIELD MAINTENANCE TECH I 15 $36,688.90 $49,195.91 UTILITIES AIDE 15 $36,688.90 $49,195.91 UTILITIES MAINTENANCE TECH I 16 $39,624.02 $53,131.58 TREATMENT PLANT OPERATOR I 17 $42,793.94 $57,382.12 CUSTOMER SERVICE/METER TECH 18 $46,217.46 $61,972.68 FIELD MAINTENANCE TECH II 18 $46,217.46 $61,972.68 FACILITY MAINTENANCE COORDINATOR 19 $49,914.86 $66,930.50 FIELD MAINTENANCE TECH III 19 $49,914.86 $66,930.50 LEAD MECHANIC/FLEET SVCS COORDINATOR 19 $49,914.86 $66,930.50 TREATMENT PLANT OPERATOR II 19 $49,914.86 $66,930.50 UTILITIES MAINTENANCE TECH II 19 $58,220.69 $66,930.50 TREATMENT PLANT OPERATOR III 20 $53,908.05 $72,284.95 UTILITIES MAINTENANCE TECH III 20 $53,908.05 $72,284.95 COMPENSATION PLAN LOMA XXXXX PUBLIC WORKS EMPLOYEES ASSOCIATION JULY 1, 2018 POSITION TITLE PAY GRADE Annual Minimum Annual Maximum FIELD MAINTENANCE TECH I 15 $37,422.68 $50,179.84 UTILITIES AIDE 15 $37,422.68 $50,179.84 UTILITIES MAINTENANCE TECH I 16 $40,416.50 $54,194.23 TREATMENT PLANT OPERATOR I 17 $43,649.82 $58,529.77 CUSTOMER SERVICE/METER TECH 18 $47,141.81 $63,212.15 FIELD MAINTENANCE TECH II 18 $47,141.81 $63,212.15 FACILITY MAINTENANCE COORDINATOR 19 $50,913.15 $68,269.11 FIELD MAINTENANCE TECH III 19 $50,913.15 $68,269.11 LEAD MECHANIC/FLEET SVCS COORDINATOR 19 $50,913.15 $68,269.11 TREATMENT PLANT OPERATOR II 19 $50,913.15 $68,269.11 UTILITIES MAINTENANCE TECH II 19 $59,385.10 $68,269.11 TREATMENT PLANT OPERATOR III 20 $54,986.20 $73,730.63 UTILITIES MAINTENANCE TECH III 20 $54,986.20 $73,730.63 COMPENSATION PLAN LOMA XXXXX PUBLIC WORKS EMPLOYEES ASSOCIATION JULY 1, 2019 POSITION TITLE PAY GRADE Annual Minimum Annual Maxim...
Compensation Survey. The City will target the completion of a comprehensive compensation survey within FY 16/17. It will be conducted by a professional firm with expertise in this area.
