HomeMy WebLinkAboutCriteria for 2019 Salary Study
Classification and Compensation Study Criteria
Fiscal Year 2019
Philosophy supporting Study
1. The City of Rexburg Mayor and Council Members have provided a competitive compensation system and
benefit package for full time city employees in order to attract qualified applicants to the workforce; retain
employees who have a commitment to public service excellence; motivate employees to maintain high
standards of productivity; and reward employees for outstanding performance.
2. The foundation for this philosophy recognizes that city government is a service enterprise in which the city
work force provides a critical role for the citizens that we serve. Maintaining a competitive compensation
system is an integral, necessary, and expected cost of providing the delivery of city services and is based on
the following compensation standards:
(a) The cities overall compensation system, which includes both a salary and a benefit component, when
taken as a whole, shall be competitive with relevant labor market averages.
(b) Advancement in pay shall be based on job performance and market changes.
(c) Pay for performance shall provide faster salary advancement for higher performers based on a merit
increase matrix developed by the Human Resources Department.
3. It is the intent that regardless of specific budgetary conditions from year to year, it is vital to fund necessary
compensation adjustments each year to maintain market competitiveness in the compensation system. In
order to provide this funding commitment in difficult fiscal conditions, it may be necessary to increase
revenues, or to prioritize and eliminate certain functions or programs in city government, or to reduce the
overall number of city employees in a given year, or any combination of such methods.
Criteria of Study
Established to ensure that full time positions in city employment are competitive to the market (Market
refers to whom we compete with for employees)
Full-time positions will be compared to like public entities with similar population and number of employees
within the public sector in the state of Idaho.
If a similar position is not in the public sector within the state of Idaho, neighboring states with like population
and positions may need to be considered.
Comparisons will be made with State of Idaho positions that are similar, as well as local private sector
employees where positions may compare in the competitive market.
Study will seek to compare positions that share similar job titles along with job duties and responsibilities.
Salary ranges, not actual wages, will be compared.
If the study suggests a change in the grade of a position, it does not affect the current wages of the employee in
that respective position; it does affect the salary range and long-term earning capacity for the position. If a
wage change is recommended immediately, it shall require approval by the City.