Total Compensation Survey. Total compensation surveys for benchmark classifications within the EAGLES bargaining unit will be undertaken as outlined in Appendix A and B.
Total Compensation Survey. Due to the one-year term of this MOU, the City will not conduct a Total Compensation Survey for purposes of the Fiscal Year 2023 Contract Negotiations. City will use the following list of agencies for future compensation surveys: City and County of San Francisco, City of Anaheim, City of Bakersfield, City of Carlsbad, City of Chula Vista, City of Encinitas, City of Escondido, City of Fremont, City of Fresno, City of Long Beach, City of Los Angeles, City of National City, City of Oakland, City of Oceanside, City of Poway, City of Riverside, City of Sacramento, City of San Xxxx, City of San Marcos, City of Stockton, and City of Vista.
Total Compensation Survey. Total compensation includes salary, and a variety of other benefits. Among such benefits, but not exclusively, are contributions or payments made by the Employer toward retirement (CalPERS), medical insurance, dental insurance, life insurance, vision insurance, disability insurance, uniform allowance, and holiday pay. In addition, there can also be add-on costs for different incentives or services performed. Total compensation information will be gathered from similar agencies to determine how the Employer’s benchmark classifications compare with comparable positions in other agencies. The agencies used for comparison are listed below. Berkeley Fairfield Fremont Hayward Palo Alto Richmond San Xxxxx Valley Fire Protection District Santa Clara (City) Santa Xxxx Xxxxxxx Total compensation arrays will be provided to the Union three (3) months prior to the expiration of the MOU.
Total Compensation Survey. City shall conduct or have conducted a complete compensation survey of the largest municipal government organizations within the County of San Diego and within the State of California, as determined by the City. City will have the salary survey completed in time for the initiation of bargaining for a successor MOU. City will meet and consult with Local 145 over the list of agencies it will use for the compensation survey. The survey shall include, at a minimum, the ten largest cities in the State and every city in San Diego County, and at a minimum, include information regarding the wage salary scale utilized by each agency and the medical benefits and retirement benefits. number of suppression employees within each identified pay grade for each agency.
Total Compensation Survey. The County agrees to complete a Total Compensation Survey in the final year of this agreement The County will deliver the results to the Association for their use in bargaining by March 15, 2023.
28.7.1 By November 1, 2022 the County shall meet with the Association to discuss and agree upon a salary survey methodology.
Total Compensation Survey. Consistent with the City’s Compensation Philosophy, the City will conduct a total compensation survey of the largest municipal/government organizations within the County of San Diego, and within the State of California, as determined by the City in time for the initiation of bargaining for a successor MOU.
Total Compensation Survey. This deliverable required a comparison of total compensation using the median of the SPEA total compensation (salary and benefits) in each grade to the median total compensation in equivalent grades of organizations that compete with AECL for business and/or recruitment and retention of resources with a predominance of skills represented by SPEA. The list of organizations and a list of elements included in total compensation are identified in Attachment 1 and the list of participating and non-participating organizations is found in Attachment 3.
Total Compensation Survey. To assist the Joint Committee in completing the survey, the Committee, following a competitive bid process, engaged a consultant, Xxxxxxx Xxxxxx, to collect total compensation data. The organizations who agreed to participate and those who declined to participate are listed in Attachment 3. For the purposes of this analysis the Joint Committee has looked at the weighted median values for total cash and total compensation. These results are reported in Table 1. In analyzing the data, the Joint Committee has concluded that any difference in the value of total compensation is cash related and any adjustment should be made to correct the cash component of compensation. 1999 Total Cash $42,020 $43,000 0.98 Total Compensation Value 56,744 56,406 1.01 1999 Total Cash $46,721 $51,284 0.91 Total Compensation Value 62,924 68,285 0.91 1999 Total Cash $59,074 $66,275 0.89 Total Compensation Value 79,164 89,592 0.88 1999 Total Cash $69,550 $68,957 1.01 Total Compensation Value 92,937 92,829 1.00 1999 Total Cash $79,044 $88,638 0.89 Total Compensation Value 104,579 113,865 0.92 1999 Total Cash $87,460 $98,000 0.89 Total Compensation Value 116,483 123,010 0.95 * ratio of AECL average to Survey median
Total Compensation Survey. The City is committed to providing a total compensation package that is number one in Ontario’s survey market going forward. The number one total compensation package shall be determined based on the results of the total compensation survey (hereinafter “survey”) conducted by the City. For purposes of conducting future surveys, beginning in February of 2024, the City and the Association will meet and confer over the details of an updated survey for the benchmark classification of Police Officer, including, but not limited to: cities to be included in the survey, elements to be included in the calculation of total compensation, and mathematical formulas used to calculate each element. If the City and the Association are able to reach mutual agreement on details of an updated survey, said survey will be conducted no later than May of 2025. Representatives of both the City and Association shall jointly certify the results of the survey. For the term of this contract, the percentage increase for the rank of Police Officer shall also be applied to Police Corporal and Police Detective.
Total Compensation Survey. The following agencies have been used for the purposes of salary surveys for benchmarked positions in the recent past: City of Brentwood City of Napa Contra Costa County City of Xxxxx City of Pinole Contra Costa Fire District City of Fairfield City of Richmond Contra Costa Water District City of Folsom City of Vacaville East Bay Municipal Utility District Central Contra Costa Sanitary District City of El Cerrito City of Vallejo City of San Pablo City of Pleasant Hill During the term of the Agreement, the City shall complete a compaction study between the Division Fire Chief and Captain position. Should the study conclude that there is/are internal compaction (s), the parties agree to meet and confer over the results. No action as a result of the study shall be taken unless the parties are in mutual agreement. The intent is to begin this project within 180 days of the adoption of the MOU.
