Salary Surveys. Upon Union ratification and Board approval, the parties shall establish a survey jurisdiction comprised of the following agencies: City of Ukiah City of Santa Xxxx El Dorado County Lake County Napa County Nevada County Sonoma County Xxxxxx County Yolo County Survey Methodology The County will survey at market average. Salary data will be compiled at the top step of the applicable benchmark. No employee will suffer a wage reduction as a result of the survey.
Salary Surveys. Pay ranges in the Yakima County compensation structure are determined by a comparison of Yakima County benchmark positions to the comparable labor market. The comparable labor market has been changed effective beginning in 2018 to only the following counties: Benton, Grant, Kitsap, Spokane, Xxxxxxxx and Whatcom. Beginning in 2018, the Yakima County Benchmark positions have been reduced from seventy-seven (77) to thirty-seven (37) positions. Determination of the market for each pay range is established by salary survey the comparable counties and use of regression analysis methodology to establish a trend line for the Yakima County Benchmark classifications in the Decision Band Method classification structure. The market survey includes benchmark classifications for each occupational group as well as classifications with an existing market premium. Detailed market surveys will be conducted at least every four years for only informational purposes. Abbreviated market surveys of limited benchmarks, as determined by the HR Department, will be conducted every year for only informational purposes. Salary Survey information is intended to be used prospectively and shall not be used in establishing pay plans for the same year during which the salary survey is conducted. The Union will receive a copy of the completed survey for their review within one (1) week of completion. This Salary Survey subject matter is subject to the provisions of Section 10.5. Administration - Clerical Office Technician A12 1 Administration - Clerical Office Support Technician A13 1 Administration - Clerical Office Specialist B21 1 Administration - Clerical Office Coordinator B22 1 Administration - Clerical Office Supervisor B25 1 Administration - Financial Financial Technician A13 1 Administration - Financial Financial Specialist B21 1 Administration - Financial Accountant C41 1 Administration - Financial Senior Accountant C43 1 Administration - Programs Program Specialist B22 1 Administration - Programs Program Analyst C42 1 Administration - Programs Senior Program Analyst C43 1 Appraisal Services Appraiser B23 1 Appraisal Services Commercial Appraiser B24 1 Community Development Building Inspector B25 1 Community Development Plans Examiner C42 1 Community Development Senior Project Planner C44 1 Computer Services Computer Support Technician B24 1 Computer Services Technology Administrator C43 1 Computer Services Senior Technology Administrator C45 1 Engineering Senior Engineering Techn...
Salary Surveys. Salary Surveys include only the following comparable core agencies: Butte County, Nevada County, Sutter County, and Yolo County; and the additional agencies of City of Xxxxx, Xxxxx County, Lake County, Placer County, Tehama County, and City of Yuba City and will use only the following compensation data: Base Salary; Longevity Pay at 10 years; Health Benefits (employer’s maximum contribution towards family medical, dental, vision, life & long-term disability insurance); Deferred Compensation; Retiree Health Savings Account Contributions, and employer pickup of employee pension costs and employee pickup of employer pension costs using the retirement tier that was in effect on December 31, 2012. Market data is valid with a minimum of four (4) comparable agencies, at least two (2) must be from the core agencies.
Salary Surveys. All classifications determined to be five percent (5%) or more below the total compensation median for the jurisdictions surveyed as part of the final report from the 2021 equity study shall receive an equity adjustment as outlined in Appendix B per Table 1 below. No classification shall receive an increase in excess of what is set forth in Table 1 over the course of this agreement as a result of the survey. Salary adjustments shall go into effect the pay period including July 1, 2023, as set forth below. Equity adjustments shall be applied before any applicable cost of living adjustments.
Table 1 Equity Adjustment Schedule
Salary Surveys. The City will conduct a comprehensive classification and compensation study periodically with the approval of the city Council. In conducting the study, the parties establish a survey jurisdiction comprises of the following agencies: • City of Arcata • City of Clearlake • City of Cloverdale • City of Eureka • City of Fortuna • City of Lakeport • City of Sonoma • City of Xxxxxxx • City of Ukiah • City of Windsor Survey Methodology • The City will survey at the market average • Salary data will be compiled at the top step (excluding longevity salary steps) of the benchmark • No employee will suffer a wage reduction as a result of the survey The parties shall meet and confer regarding the results. Cost of salary adjustment(s) shall be in addition to salary increase(s) arising out of Article XI Cost of Living Adjustments and subject to the approval of the City Council.
Salary Surveys. On or about July 1, 2020, the parties will engage in a Request for Proposal (RFP) to contract with an outside agency to gather salary survey data in preparation for negotiating a successor agreement. The parties will jointly select the outside agency to conduct the survey within thirty (30) days of the RFP deadline. If the parties cannot come to an agreement within the timeframe specified above, the City will have sole discretion in selecting the agency. A review of survey agencies to use shall be a part of the consultant’s evaluation. The City and the Association agree that special districts shall be included in the list of comparator agencies for the following classifications: • Laboratory Supervisor • Senior Utilities Engineer • Utilities Field Services Supervisor • Utilities Operations and Maintenance Manager • Utilities Operations and Maintenance Supervisor • Utility Engineer Manager • Wastewater Collections System Supervisor • Water Pollution Control Facility Maintenance Supervisor • Water Pollution Control Facility Manager • Water Pollution Control Facility Operations Supervisor • Water Resources Manager The survey shall compare Hayward benchmark classifications to comparator agencies with reference to the market average at the time. The Association and the City agree to meet in December 2019 to identify benchmark classifications for purposes of this salary survey. In the event that the parties are unable to reach agreement by April 1, 2020 on benchmark classifications, then the benchmark classifications shall be identified by the City. The salary survey shall include the monthly base salary and all employee costs paid by the respective agencies. Employee costs include, but are not limited to, employer contributions to medical, dental, vision, and life insurance, as well as long-term disability, short-term disability, deferred compensation, retirement contributions, and phone, car, and uniform allowances. The parties agree to retain a consultant to gather the salary survey information and compile a report which will be provided to both parties no later than February 1, 2021. The City and HAME shall share the costs equally for consultant services required to conduct the survey and the scope of services defined above.
Salary Surveys. Pay ranges in the Yakima County compensation structure are determined by a comparison of Yakima County benchmark positions to the comparable labor market. The comparable labor market has been changed effective beginning in 2018 to only the following counties: Benton, Grant, Kitsap, Spokane, Xxxxxxxx and Whatcom. Beginning in 2018, the Yakima County Benchmark positions have been reduced from seventy-seven (77) to thirty-seven (37) positions. Determination of the market for each pay range is established by salary survey of the comparable counties and use of regression analysis methodology to establish a trend line for the Yakima County Benchmark classifications in the Decision Band Method classification structure. The market survey includes benchmark classifications for each occupational group as well as all classifications with an existing market premium. Detailed market surveys will be conducted at least every four (4) years for only informational purposes. Abbreviated market surveys of limited benchmarks, as determined by the Human Resources Department, will be conducted every year for only informational purposes. Salary Survey information is intended to be used prospectively, and shall not be used in establishing pay plans for the same year during which the salary survey is conducted. The Union will receive a copy of the completed survey for their review within one (1) week of completion. This Salary Survey subject matter is subject to the provisions of Section 8.6.
Salary Surveys. Pay ranges in the Yakima County compensation structure are determined by a comparison of Yakima County benchmark positions to the comparable labor market. Determination of the market for each pay range is established by salary survey of comparable agencies and use of regression analysis methodology to establish a trend line for all Yakima County classifications in the Decision Band Method classification structure. The market survey includes benchmark classifications for each occupational group as well as all classifications with an existing market premium. Market surveys will be conducted at least every two years for informational purposes only. Salary Survey information is intended to be used prospectively, and shall not be used in establishing pay plans for the same year during which the salary survey is conducted. The Union will receive a copy of the completed survey for their review and response within one (1) week of completion. This Salary Survey subject matter is subject to the provisions of Section 20.5.
Salary Surveys. 20 The Department will conduct a salary survey of unit member 21 classifications in fiscal year 25/26 with result implemented July 1, 22 2026. Salary surveys will be conducted per Policy 31.160 – 23 Classification/Compensation Plan Maintenance. 24 25 ARTICLE IV - HOURS
Salary Surveys. The City and the Union agree to perform an equity study on total compensation for all Local 21 represented classifications to be completed no later than December 31, 2023, with the results to be shared with Local 21 upon completion. The parties shall begin meeting in good faith no later than January 1, 2023 to mutually agree on the benchmark positions. If the parties are unable to reach mutual agreement by February 1, 2023, the parties will utilize a mediator to assist in reaching agreement. The mediator shall be selected by mutual agreement of the parties. If the parties are unable to reach an agreement with the assistance of the selected mediator by March 31, 2023, they will utilize the existing benchmark structure to ensure completion of the study by December 31, 2023. The City and Union agree that the following jurisdictions will be included in the survey: City of Alameda, City of Berkeley, City of Xxxx City, City of Fremont, City of Palo Alto, City of Redwood City, City of Sunnyvale, City of San Leandro, City of Santa Xxxxx, and City of San Mateo. In addition to the ten (10) agencies listed above, the parties agree that Alameda County Water District, Dublin-San Xxxxx Services District, Oro Loma Sanitary District, and Union Sanitary District shall be included in the surveyed jurisdictions for the following classifications only:
1. Assistant Civil Engineer
2. Associate Civil Engineer
3. Senior Construction Inspector
4. Construction Inspector
5. Senior Water Pollution Source Control Inspector
6. Water Pollution Source Control Inspector
