Explanation
Sound compensation practices recommend periodic reviews (every 3-5 years) of pay plans to ensure that pay remains competitive and that the pay grade assignments for classifications are related to the value of the job in the market. This is the first MCP market analysis conducted since the Hay project was implemented in 2001.
The staff of the Department of Human Resources followed a methodology that emphasized market while still considering internal equity. This is the same approach that was taken in the development of the new CMAGE/CWA pay plan that was implemented in December, 2004.
Results of the analysis indicate that overall the MCP pay remains competitive. Pay grade assignments for 72% of the classifications remain unchanged. Pay grade assignments for 25% of the classifications increased one pay grade. The remaining 3% varied.
Although there will be pay grade changes to some classifications, there is no budget impact to this initiative. Its purpose is to ensure that the range of pay available for a classification is related to the value of the job in the market. This helps the City to recruit and retain quality employees.
This legislation recommends a 3% movement to the MCP pay structures, effective May 21, 2006, and it reflects the changes in pay grade assignments referenced above.
Additionally, it is recommended that changes be made in the disability program language so there is consistent application of benefits with bargaining units who have the disability benefit. The recommended changes will not result in a decrease in this benefit for employees covered by the MCP.
Finally, it is recommended that the classifications of Assistant Director (Asset Management) (U) and Assistant Director (Regulatory Compliance) (U) not be eligible for vacation and sick leave, consistent with other assistant/deputy director classifications in the unclassified service.
Title
To amend Ordinance No. 2944-1999, as amended, by amending Sections 4, Compensation Plan; 5, Classifications and Assigned Rates of Pay; 12(H), Vacation Leave for Certain City Officials; 14(T), Sick Leave for Certain City Officials; and 15, Disability Program; and to declare an emergency.
Body
WHEREAS, in order to remain competitive with pay and pay grade assignments, the classifications covered by the Management Compensation Plan (MCP) were reviewed compared to market and internal equity; and
WHEREAS, this is the first time since 2001 that pay grade assignments have been reviewed; and
WHEREAS, the type of review conducted ensures that the range of pay for a classification is related to the value of the job in the market which helps the City to recruit and retain quality employees; and
WHEREAS, it is recommended that the pay structure increase by 3%; and
WHEREAS, it is recommended that the disability program language be revised in order to provide for consistent application among covered employees; and
WHEREAS, it is recommended that the classifications of Assistant Director (Asset Management (U) and Assistant Director (Regulatory Compliance) (U) not be eligible for vacation and sick leave accruals consistent with other assistant/deputy director classifications in the unclassified service; and
WHEREAS, an emergency exists in the usual daily operation of the City in that it is immediately necessary to amend the MCP thereby preserving the public health, peace, property, safety and welfare; Now, Therefore
BE IT ORDAINED BY THE COUNCIL OF THE CITY OF COLUMBUS:
(Please see attachment)