Salary Survey. The parties agree that when a salary comparison is conducted it will be with the following community college districts selected on the basis of comparable (1) FTES; (2) number of full-time faculty; (3) district budget; and (4) geographic proximity affecting potential recruitment of faculty members: Cerritos North Orange Coast Pasadena El Camino Rancho Xxxxxxxx Glendale Rio Hondo Mt. San Antonio Santa Xxxxxx This list may be reviewed and adjusted by mutual consent (a minimum of once every three (3) years beginning June 2020. The Human Resources Department will survey for faculty salaries paid to: (1) entry level faculty with a Master’s degree; (2) highest non-doctorate rank at Step 20 (numeric, not nominal); and (3) highest faculty salary earnable, with longevity and a doctorate. The LBCCFA/CTA/NEA Compensation Report will be used to reference the most recent data.
Salary Survey. The City agrees to survey twelve (12) GCEA-represented classifications as selected by the GCEA in each year of this agreement.
Salary Survey. 1. It is understood that the City conducts salary surveys which may result in salary adjustments for unit employees.
2. The City agrees to meet and review these adjustments with the CCMG prior to implementation.
3. Nothing shall prevent the implementation of higher salary adjustments after the City has met and reviewed said adjustment with CCMG.
4. It is further understood that CCMG does not waive the right to meet and confer with the City over other salary adjustments.
Salary Survey. In order for the State to recruit and retain skilled Attorneys, Administrative Law Judges, Hearing Officers and Deputy Commissioners, it is the policy of the State to consider prevailing compensation in comparable public sector positions prior to negotiating salaries for a successor memorandum of understanding. Consistent with the above, the State shall conduct a salary survey of appropriate public sector jurisdictions and agrees to meet with CASE prior to the negotiations for a new agreement in order to share the results of the survey. At the request of CASE, the State agrees to meet with the Union periodically to provide the Union with the survey’s progress.
Salary Survey. At least once every four (4) years, a salary survey shall be completed with the following
Salary Survey. The City and DPSMMA do not anticipate conducting a salary survey during the term of this Agreement. If a salary survey is conducted, the following Agencies will be used: Benicia Suisun West Sacramento Xxxxx Vacaville Woodland Fairfield Vallejo
Salary Survey. At least once every four (4) years, a salary survey shall be completed with the following criteria:
a. The compensation for each bargaining unit classification will be compared with the compensation for similar classifications using the Bay Ten community colleges and other organizations as mutually agreed upon by the District and CSEA.
b. The District will review and update all generic job descriptions and send copies to CSEA for approval before the salary survey is begun. Comparisons will be of monthly salaries for organizations surveyed, adjusted for the number of hours worked per week. Monthly salaries in those districts whose employees work a 40-hour week will be multiplied by a factor of .9375 to equate them to the monthly salaries of SMCCCD employees who work a 37.5- hour work week.
c. For employees in classifications assigned to KCSM, the District and CSEA agree to utilize a mutually agreed upon alternate list of survey entities.
d. The lowest and highest rates of pay, excluding long service increments/longevity, will be the basis for comparison.
e. The survey shall use the benchmark system.
f. The grouping of the classification families to be reviewed shall be as described in Appendix F.
g. Results of the survey will be utilized to show how our District compares to the fourth ranking of each classification.
h. CSEA will receive a copy of the survey prior to negotiations.
i. Salary surveys may include recommendations for adjustments; the implementation of the survey recommendations are negotiable.
j. Changes resulting from this survey will be retroactive to the previous July 1.
k. Salary surveys will be conducted for benchmark classifications once every four (4) years starting with the first survey to be conducted between July 1, 2020 and May 30, 2021, followed by the next survey between July 1, 2024 and May 30, 2025, and every four (4) years thereafter. Any changes in compensation will be effective for the entire classification family as of July 1 of the survey year, e.g. July 1, 2020 or July 1, 2024, even if negotiations extend beyond July 1 of the survey year.
Salary Survey. The City will complete a market salary survey for successor MOU negotiations. No later than September 2023, the City and the Association will meet to discuss appropriate comparator agencies to include in the market salary survey. The survey will evaluate total compensation and the City will endeavor to survey all classifications represented by the Association. The City will target sharing the completed market salary survey with the Association in March 2024.
Salary Survey. 9.5.1 The City and Local One do not anticipate conducting a salary survey during the Term of this Agreement. If a salary survey is conducted during the Term of this Agreement, the following Agencies will be used: Xxxxxxx Xxxxxx Xxxxx Vacaville Fairfield Vallejo West Sacramento Woodland
9.5.2 The City and Local One agree the following classes are the benchmark classes for salary surveys: Account Clerk II Equipment Mechanic II Administrative Assistant Maintenance Worker II Administrative Clerk II Police Records Clerk II Building Inspector II Transit Driver II Building Plans Examiner II Utilities Maintenance Worker II Community Service Officer II Engineering Technician II Wastewater System Operator II Water Operator II
9.5.3 The City and Union will meet and confer prior to commencing collection of the data to determine the scope of the total compensation survey and confirm positions to be surveyed, such as dealing with un-like positions, or the need to collect data from special districts for positions such as Transit and Wastewater, as examples.
9.5.4 The City and Local One will use the results of the benchmark classes salary survey to evaluate the salary differentials between the City and the agreed upon survey cities. If desired, the parties will use the results of the salary survey to provide proposals suggesting adjustments of either individual positions or a classification series.
Salary Survey. In fiscal year 2015-16, the County and SEIU agree to conduct a salary survey for the benchmark classifications of Eligibly Supervisor and Human Services Supervisor Master's Degree using the Board of Supervisor's approved jurisdictions.
