Market/Equity Adjustments Sample Clauses

Market/Equity Adjustments. There shall be no Market/Equity increases for the duration of the Agreement.

Market/Equity Adjustments. Upon request of an Agency/Department Head, or the Association, made between July 1st and July 31st of each calendar year, the County Executive Officer, or his/her designee, may, based on consideration of such factors as external market data, internal salary relationships, position responsibilities, and sound management principles, approve additional individual salary increases which shall not exceed twelve (12) percent; however, no such increase shall cause an employee’s salary to exceed the advertised maximum rate of the applicable salary range. Within thirty (30) days of the submission of the requests, the County and the Association will meet to discuss the requests under consideration. The aggregate total of market/equity adjustments approved during each calendar year shall not exceed six-tenths of one percent (.60%) of total bargaining unit salaries as calculated on July 1st each year. Market/Equity adjustments will not be considered for internal salary inequities that are due to performance based salary increases. Within 45 days of the receipt of the requests and subsequent discussions, the CEO, or his/her designee, will provide a determination of whether or not such requests shall be approved.

Market/Equity Adjustments. In an effort to institute a consistent practice of placing new hires at Step 1, all Bargaining Unit classifications will receive a one-time, five percent (5%) Market Equity adjustment effective the first full pay period following Board ratification.

Market/Equity Adjustments. Effective the first full pay period following adoption by the Board of Supervisors, all classifications shall have the salary range for their classification adjusted to the median, with adjustments not to exceed 10%.

Market/Equity Adjustments. 19.2.1 2025-26 Fiscal Year Effective the pay period following July 1, 2025, the City shall increase the base pay for each classification which has a base wage more than ten percent (10%) below market average using the final data provide by the 2024 ▇▇▇▇▇▇▇▇▇ Total Compensation Study (“Study”), by a percentage sufficient (after application of the 7% GSI in July 2024) to bring the classification’s base wage to ten percent (10%) below market average. However, no classification will receive a market- based equity adjustment of more than five percent (5%). In addition, each non-surveyed classification which is tied to a benchmark classification will receive a base wage increase sufficient to maintain the differential recommended by the ▇▇▇▇▇▇▇▇▇ Study. The market-based equity adjustment will be made in the same pay period as the four percent (4%) GSI. Market-based equity adjustments are independent of the GSI and will be implemented in an additive (non-compounded) fashion. Example A. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification A to have a base wage of twenty percent (20%) below market average. Effective the pay period following July 1, 2025, Classification A will receive a Market Equity Increase of three percent (3%) (i.e., 20%-7%-10%=3%) plus the four percent (4%) GSI for a total of seven percent (7%). Example B. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification B to have a base wage of fifteen percent (15%) below market average. Classification B will not receive a Market Equity Increase in July 2025 (i.e., 15%-7%-10%<0%). Example C. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification C to have a base wage of twenty-seven percent (27%) below market average. Effective the pay period following July 1, 2025, Classification C will receive a Market Equity Increase of five percent (5%) (i.e., 27%-7%-10%=10%) plus the four percent (4%) GSI for a total of nine percent (9%).

Market/Equity Adjustments. 53.2.1 2025-26 Fiscal Year Example A. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification A to have a base wage of twenty percent (20%) below market average. Effective the pay period following July 1, 2025, Classification A will receive a Market Equity Increase of three percent (3%) (i.e., 20%-7%-10% = 3%) plus the four percent (4%) GSI for a total of seven percent (7%). Example B. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification B to have a base wage of fifteen percent (15%) below market average. Classification B will not receive a Market Equity Increase in July 2025 (i.e., 15%-7%-10% < 0%). Example C. The 2024 ▇▇▇▇▇▇▇▇▇ Study data shows Classification C to have a base wage of twenty-seven percent (27%) below market average. Effective the pay period following July 1, 2025, Classification C will receive a Market Equity Increase of five percent (5%) (i.e., 27%-7%- 10% = 10%) plus the four percent (4%) GSI for a total of nine percent (9%).

Market/Equity Adjustments. The City engaged ▇▇▇▇▇▇▇▇ and Associates to perform a Total Compensation Survey of bargaining unit classifications. Pursuant to that survey, “Market” is defined as within 5% of the market median. The Market Equity Adjustment will be spread over three (3) years with the first adjustment will be effective the first full pay period following City Council adoption of the revised MOU. Sequent Market Equity Adjustment will be effective the first full pay period following October 1, 2024 and the first full pay period following October 1, 2025. Note: All Classifications will receive at least a 1.5% Market Equity Adjustment in October 2024 and October 2025. Combined with the COLA, this is a minimum of 4.5% for all employees.

Market/Equity Adjustments. A. Upon request of an Agency/Department Head, or the Association, made between July 1st and July 31st of each calendar year, the County Executive Officer, or his/her designee, may, based on consideration of such factors as external market data, internal salary relationships, position responsibilities, and sound management principles, approve additional individual salary increases which shall not exceed

Market/Equity Adjustments. FY23-24 FY24-25