HomeMy WebLinkAboutMO # 1027MUNICIPAL ORDER NO. 1027
A MUNICIPAL ORDER ADOPTING A PAY PHILOSOPHY TO
GUIDE DEVELOPMENT OF THE CITY'S NEW PAY AND CLASSIFICATION
PLAN
BE IT ORDERED BY THE CITY OF PADUCAH, KENTUCKY:
SECTION 1. That the Board of Commissioners of the City of Paducah,
Kentucky, hereby adopt a Pay Philosophy to guide development of the City's new Pay
and Classification Plan conducted by Mercer Human Resources Consulting. The Pay
Philosophy is attached hereto and incorporated by reference as if fully set forth herein.
SECTION 2. This Order shall be in full force and effect from and after
the date of its adoption.
ATTEST:
Tammara S. Brock, City Clerk
Adopted by the Board of Commissioners, November 11, 2003
Recorded by Tammara S. Brock, November 11, 2003
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IN
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Paducah Pay Philosophy
Adopted by Paducah City Commission November 11, 2003
The following Pay Philosophy describes the policies the Paducah City Commission will
follow and the goals the Commission will work toward in providing pay and benefits to
its employees:
1. We will treat employee groups equally. Benefits provided to unionized
employees will be provided to independent employees. Where we have historic
differences in work hours or benefits, we will work to equalize them.
2. Managers should be held accountable for the performance of their employees
and in conjunction with that accountability should have authority to influence
the selection, reward, promotion, and discipline of their employees. In
furtherance of this goal, the number of positions subject to Civil Service and
other procedures that minimize management discretion should be minimized.
3. We support merit pay for all employees and will work to implement a merit pay
system for all employees. Implementation of merit pay will begin with
management employees and will be expanded over time to include all
employees.
4. The pay ranges for positions that are subject to merit pay will be wider than for
those positions that are based on longevity in the job so that high performing
employees may be rewarded for their outstanding contributions to the City's
overall efforts. Generally, the pay ranges for jobs subject to merit pay will
become progressively wider as jobs increase in responsibility, complexity and
f skill.
5. The method of evaluating jobs 'obs and placing them within the pay structure
will be market based. Under this approach, market rates will be used to
determine how jobs are graded where such market data is available. Internal
equity factors will be taken into account in the absence of market data to ensure
that all jobs are fairly and objectively evaluated in relation to their duties and
responsibilities and the knowledge and skills needed to perform the work.
6. The labor market where we hire our employees should determine the
appropriate pay level of City positions.
a. Pay rates for front line employees who are recruited from the local labor
market (McCracken County and the Counties bordering it) should be set at
the middle third of comparable positions with local public and private
employers.
b. Pay rates for technical and supervisory employees who are recruited from
the regional labor market (Communities within +/-200 miles of Paducah in
Kentucky and States bordering West Kentucky) should be set at the
middle third of comparable positions with local public and private
employers.
c. Pay rates for Police Officers, Firefighters, and other positions that are not
normally found in the private sector should be set at the middle third of
comparable positions with Cities and Counties in the regional labor
market.
d. Pay rates for Directors who are recruited nationally should be set at the
middle third of comparable positions in Kentucky, Tennessee, and
contiguous states.
JWZ 11/7/03
154