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<br /> <br />ECC <br />UGENE ITY OUNCIL <br />AIS <br />GENDA TEM UMMARY <br /> <br /> <br /> <br /> <br />Work Session: City Manager Compensation <br /> <br /> <br />Meeting Date: December 18, 2007 Agenda Item Number: B <br />Department: Human Resource Services Staff Contact: Lauren Chouinard <br />www.eugene-or.gov Contact Telephone Number: 682-5663 <br /> <br /> <br /> <br /> <br />ISSUE STATEMENT <br /> <br />This is a work session for the purpose of reviewing compensation for the City Manager position. <br /> <br /> <br />BACKGROUND <br /> <br />The City Council annually reviews the City Manager’s compensation and determines what level of <br />adjustment is appropriate. In the past, the City Manager salary was set as a range with six merit steps. <br />As of July 1, 2007, that range was $113,568 to $149,323. As the Mayor and the City Council recently <br />approached the recruitment and selection process for the City Manager position a decision was made to <br />include a statement in the recruitment brochure indicating, “The salary range for the position is open, <br />with hiring dependent upon experience and qualifications.” The City Council then directed staff to <br />update a market analysis for the position for a discussion at this work session on December 18th. <br /> <br />Market data is included in Attachment A. The data includes: <br />1) A comparison of city manager total compensation from major Oregon cities. <br />2) A comparison of city manager total compensation from selected cities in western states. This list <br />provides information from cities that represent the competitive market for city manager <br />prospects. <br />3) A comparison of local public CEO total compensation. While not all are city managers, this list <br />represents the local public sector peer group to our city manager. <br /> <br /> <br />RELATED CITY POLICIES <br />The City Council adopted Financial Management Goals and Policies item F.5. states: “Consistent with <br />available resources, employee compensation will be market-based, comparable to public and private <br />sector compensation paid in the relevant recruiting area.” The policy narrative additionally explains that <br />positions are considered to be “within market” when the rate is within a band five percent above or <br />below the median rate paid by surveyed agencies. <br /> <br /> <br />COUNCIL OPTIONS <br /> <br />All of the following options contemplate the negotiation of a mutually acceptable salary and total <br />compensation package with the successful finalist based on experience, qualifications, and market data. <br /> <br />F:\CMO\2007 Council Agendas\M071218\S071218B.doc <br /> <br />