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HomeMy WebLinkAboutItem A: Police Auditor Compensation ECC UGENE ITY OUNCIL AIS GENDA TEM UMMARY Action: Police Auditor Compensation Meeting Date: July 11, 2011 Agenda Item Number: A Department: Central Services-Human Resources Staff Contact: Denise Smith www.eugene-or.gov Contact Telephone Number: 541-682-5731 ISSUE STATEMENT This agenda item provides for review and action by the City Council on the Police Auditor’s 2011 annual compensation adjustment. BACKGROUND As an employee of the City Council, the Police Auditor is eligible for a review of his current compensation step and any appropriate 2011 adjustment. The City Council makes the determination on any cost-of-living adjustment (COLA) for the Police Auditor’s salary. As of July 1, 2011, the non-represented City employees received a 2.05 percent COLA increase. The City Council has previously made a compensation adjustment for the Police Auditor following his annual performance review. For other City employees it is the City’s practice to provide a merit increase dependent on the employee’s performance. This is typically a one-step increase, however this does not limit what the council can choose to do. Human Resources has supplied information on the Police Auditor’s compensation step levels to support the council’s decision. The Police Auditor is currently at the fourth step of compensation. Also, at the June 22, 2011 review discussion, the council requested an additional rating of “unsuccessful” be added to the ratings options for the feedback process in 2012. Human Resources has supplied an updated rating scale including a definition of this rating. COUNCIL OPTIONS Decision 1- Cost-of-Living Adjustment (COLA)  Grant COLA increase effective July 1, 2011  Do not grant a COLA increase Decision 2- Compensation Adjustment- Compensation adjustments will be effective on the Police Auditor’s anniversary date of June 29, 2011, unless otherwise directed by the City Council. \\Cesrv500\cc support\CMO\2011 Council Agendas\M110711\S110711A.doc  Adjust the Police Auditor’s compensation per their choice One-step, two-step or other o  Make no adjustment to the Police Auditor’s compensation SUGGESTED MOTIONS Move to approve a 2.05 percent COLA adjustment effective July 1, 2011. Move to adjust the Police Auditor’s compensation by (number here) step effective June 29, 2011. ATTACHMENTS A.Police Auditor Compensation Information B.Information on Ratings with Requested Addition FOR MORE INFORMATION Staff Contact: Denise Smith, Human Resources Telephone: 541-682-5731 Staff E-Mail: Denise.d.smith@ci.eugene.or.us \\Cesrv500\cc support\CMO\2011 Council Agendas\M110711\S110711A.doc ATTACHMENT A Police Auditor Compensation COLA and Salary Information-2011 Police Auditor Salary Schedule Current Salary Grade Step 4 Step 5 Step 6 Annual 100,963.20 105,497.6 110,219.2 Monthly 8413.60 8791.47 9184.93 Bi-Weekly 3883.20 4057.60 4239.20 Hourly 48.51 50.72 52.99 Potential Police Auditor Salary Schedule July 1, 2011- June 30, 2012 Assuming 2.05% COLA increase Salary Grade Step 4 Step 5 Step 6 Annual 103,043.20 107,660.80 112,486.40 Monthly 8586.93 8971.73 9373.87 Bi-Weekly 3963.20 4140.80 4326.40 Hourly 49.54 51.76 54.08 \\Cesrv500\cc support\CMO\2011 Council Agendas\M110711\S110711A.doc ATTACHMENT B Performance Feedback Ratings Unsuccessful  Performance does not meet the definition of “Successful” or better. Successful  Performance meets acceptable standards, expectations, and requirements  The employee requires an appropriate amount of direction from Council to achieve organizational goals.  Initiative and outputs are generally adequate, and the employee is capable and knowledgeable in most aspects of his or her work  Employee is expected to continue development of new knowledge, skills or abilities  The employee meets job performance standards in all or most areas. Good  This is the level of good, sound performance. The employee has contributed positively to organizational goals.  The employee is reliable in attaining expected results, and is timely and efficient.  Consistently meets standards and expectations, regularly exceeds them, and shows initiative in additional assignments  Employee strives to grow professionally through development activities  Solid performance that consistently fulfills expectations and at times may exceed expectations.  The employee has exceeded expectations in critical areas and shows sustained support of organizational goals. Excellent  Performance is noticeably superior; outstanding performance is clearly evident;  Performance shows exceptional initiative to plan and anticipate problems, and employee takes appropriate independent action  This is a level of very high-quality performance. The employee has performed so well that organizational goals have been achieved that would not have been otherwise  Demonstrates very high level performance in all areas of responsibility. \\Cesrv500\cc support\CMO\2011 Council Agendas\M110711\S110711A.doc