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Policy Title: Compaction Pay Purpose: To explain the compaction pay between the supervisor and the supervised employee nl" Scope: All non represented supervisory employees Policy Statement: The City of Eugene provides a total comq'lns� package that attracts and retains qualified supervisory emp uu Comper{ atw 1,0o lanes provide for compaction pay between supervisor and the superirasedempioyee.wever, where pay plans are different {e.g., non - represented and dhion pa lards} the potential for compaction between classifications exists. Policy Procedure: The City is corn- mrtted o providiNaGal ac ompensation package that will attract and retain qual j .supervis" employees,and that adequately compensates supervisory responsrb� ties The City's guideline is to have a minir6 upervisory pay range differential of approximately 10 percent between the ra f the supervisor and supervised employee. This difference is measured at 1Il6p step of the pay range. Exceptions to this guideline will" i , ,, for various reasons,,,il I I111111111 For Police Sergean i the ° i �� a ii I supervisory pay range differential is 15 percent OR 10 percent plus the r> � pxip' m „ I�lm pay of the highest classification supervised, whichever is greater. `F0 r other first -line supervisors of EPEA- represented employees, the minimum supervisoN pay range differential is 10 percent plus the maximum premium pay of the highest classification supervised. Related Links: None APM No: 7.3 City of Eugene Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Compaction Pay Purpose: To explain the compaction pay between the supervisor and the supervised employee nl" Scope: All non represented supervisory employees Policy Statement: The City of Eugene provides a total comq'lns� package that attracts and retains qualified supervisory emp uu Comper{ atw 1,0o lanes provide for compaction pay between supervisor and the superirasedempioyee.wever, where pay plans are different {e.g., non - represented and dhion pa lards} the potential for compaction between classifications exists. Policy Procedure: The City is corn- mrtted o providiNaGal ac ompensation package that will attract and retain qual j .supervis" employees,and that adequately compensates supervisory responsrb� ties The City's guideline is to have a minir6 upervisory pay range differential of approximately 10 percent between the ra f the supervisor and supervised employee. This difference is measured at 1Il6p step of the pay range. Exceptions to this guideline will" i , ,, for various reasons,,,il I I111111111 For Police Sergean i the ° i �� a ii I supervisory pay range differential is 15 percent OR 10 percent plus the r> � pxip' m „ I�lm pay of the highest classification supervised, whichever is greater. `F0 r other first -line supervisors of EPEA- represented employees, the minimum supervisoN pay range differential is 10 percent plus the maximum premium pay of the highest classification supervised. Related Links: None