Loading...
HomeMy WebLinkAboutCity Council Resolution 509 RESOLUTION NO.509 A RESOLUTION OF THE CITY COUNCIL OF SARATOGA ESTABLISHING COMPENSATION AND BENEFITS OBJEC- TIVES FOR THE CITY OF SARATOGA WHEREAS, the CITY COUNCIL OF THE CITY OF SARATOGA deems it necessary to establish well defined Compensation and Beneifts Objectives for the CITY OF SARATOGA~ and WHEREAS, the basic objectives of Compensation and Benefits provided by the City of Saratoga shall be to attract and retain well qualified employees who can provide e£fective public service; and WHEREAS, achievement of the basic objective requires establishment of a level of City Salaries and Benefits, and establishment of a procedure for determining and achieving the desired level; NOW, THEREFORE BE IT RESOLVED that the City Council will establish salaries and salary ranges for all City of Saratoga positions substantially equal to the median of salaries anticipated to be paid during the coming fiscal year by other cities for similar positions, proper allowances being made for differences in job classifications, content, scope and responsi- bilities and for comparable positions in private employment: BE IT FURTHER RESOLVED that the following procedures will be used to implement the establishment of salaries and fringe benefits: (1) The following cities will be used for salary comparisons of benchmark classes: Campbell, Cupertino, Los Altos, Los Gatos, Milpitas, Mt. V~ew, San Jose, Santa Clara and Sunnyvale. Bench- mark classes are defined in paragraph 1 of Exhibit A, attached. (2) The following cities will be used for salary comparisons of department head and other non-benchmark classes: Campbell, Cupertino, Los Altos, Los Gatos and Milpitas. Non-benchmark positions are defined in paragraph 2 of Exhibit A, attached. (3)The City Council each year will review these procedures and will make any necessary changes. (4) The City will conduct a survey each year covering appropr~ te City of Saratoga position classifications to determine salaries and salary ranges paid and/or anticipated to be paid during the coming fiscal year using the cities listed above. The salary survey will include visits to each of the jurisdictions with whom comparisons are being made. Care will be taken to avoid comparing titles only. Job substance will be reviewed for meaningful compar- isons. (5) In the survey of salary ranges for classes of work such as Clerk-Typist and Custodian the local employment area pay levels will provide a good guide provided the proper classification comparisons are made. For classes of work typically found in government such as Building Inspector and Junior Planner comparisons limited to other govern- mental agencies will be appropriate. For levels above the worker level, the comparisons would be more difficult and consideration would have to be given to internal relationships and to levels of responsibility. For department head levels some comparisons could be made with cities of approximate size as Saratoga and consideration would have to be given to the factors of recruiting and retention and levels of responsibility and decision making desired and required. (6) The results of the City's salary survey will be published in a written preliminary report and recommendations which will be placed on file for employees and other interested citizens to examine. (7) The City Manager will inform City employees of the report and recommendations. The City Manager will then meet and confer with the recognized employee association and will consult with those individual employees who request it. (8) Following the meetings with employee representatives and individual employees, the City Manager will submit the final report and recommendations to the City Council Management' Committee together "'~i~h"~'~l~"~"'~I'I"'~~'~d nonconcurrences expressed by individual employees and the recognized employee association. The within resolution is an expression of existing policy of the City of Saratoga, and is subject to modificatinn and change by the City Council from time to time. Nothing herein contained shall be construed as creat- ing or establishing a~yef the provisions of this resolution as terms of any contract of employment between any officer or employee and the City. The above and foregoing resolution was duly and regularly introduced and passed by the City Council of the City of Saratoga at a regular meeting held on the 19th day of November , 1969, by the following vote: AYES: Councilmen Tyler, Dwyer, Robbins, Smith, Sanders NOES: None ABSENT: None / MAYOR ATTEST: i/t CiTY CLERK.' EXttIBIT "A" RESOLUTION N0. 509 1. Benchmark classes are entrance level of journeyrn~2~ classes representing the various occupational groups, and are standardized to allow for ef- fectiv~ co~parisons in the sample agencies. Benchmark classes are used where there are a s~ries of classes or related classes that should move salary-wide together. For e>:amp!e, an intermediate typist classification would make a good benchmark class, since such types of work are readily identifiable and are found in most governmental agencies. It is easier to make comparisons on such a classification and then, as the salaries move for this class, so would the salaries of the other classes which are related to the benchmark. In many governmental agenc'ies, benchmark classes are referred to as "key" classes. 2. Non-benchmark classes are those classifications for which it is diffi- cult to make comparisons. These are generally single position classes and salaries for other classes ~.;ould normally not be .affected when the salaries of non-benchmark classes are adjusted. For example, certain professional classifications or department head classifications might be considered as non-benchmark classes.