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RESOLUTION NO. 94-22 A RESOLUTION OF THE CITY OF MOSCOW, A MUNICIPAL CORPORATION OF THE STATE OF IDAHO, STATING THE POLICY OF THE CITY REGARDING DELETIONS FROM ARTICLE I AND ARTICLE Ill OF AND ADDITIONS TO THE COMPREHENSIVE WRITTEN STATEMENT OF PERSONNEL POLICIES, RULES AND REGULATIONS DIRECTING THAT SUCH SECTIONS BE DISINTEGRATED FROM THE PERSONNEL POLICY OF THE CITY AND ADOPTING AN EFFECTIVE DATE. WHEREAS, the City Council of Moscow, Idaho adopted a revised comprehensive statement of personnel policies, rules and regulations governing employees of the City of Moscow, by Resolution NO. 381 on September 2, 1980, known as the "City of Moscow Personnel Manual," and; WHEREAS, Article I of said City of Moscow Personnel Manual has now undergone revision, and: WHEREAS, Article Ill of said City of Moscow Personnel Manual has now undergone revision; and: WHEREAS, "Pay Practices" has now undergone revision; NOW, THEREFORE BE IT RESOLVED by the Mayor and City Council of the City of Moscow, Idaho to delete and add the sections as described in Exhibit ADOPTED by the Council and APPROVED by the Mayor this 7th day of November , 1994. ATTEST: ---PAGE BREAK--- 100.0 d 100.0 e 101.1 b. 101.1 g 1 01.2.a 101.2.a2 101.2.b2 101.2 d 301.9 301.11 301.12 303.1 303.2 303.10 EXHIBIT"A" The City shall provide a permanent career . The City shall provide equitable rates of compensation . To offer a quality career opportunity . The City recognizes the high cost of employee turnover. . . Within the City's financial capabiltiies . Periodically review its salary structure . . The City will strive to insure an internally The City shall provide a longevity pay program Pay Schedule Longevity Pay Plan Performance Award New Employees Entry into Classified Service Cost of Living Adjustment ---PAGE BREAK--- PAY PRACTICES Pay Philosophy The City of Moscow strives to provide equitable pay programs in order to attract and retain a highly competent work force. To this end, employees are eligible for periodic salary increases based on their contribution and job performance. The City values its productive, versatile, imaginative employees and will strive to provide an environment in which employees have the opportunity to build productive, satisfying careers within the financial capabilities of the City and in concert with the mission statement of the City. The value of any position in the City will not be determined by gender. The workplace shall be gender neutral with enhanced opportunities for career development throughout the system. Salary Administration The City has established a comprehensive salary administration program in which salary grades are established for every position within the City. There is a salary range for each grade, and each employee's salary generally falls within the range for the grade of his/her position. Employees who are paid above the top of the range in their grade level will have the opportunity to move back into the pay system through career development. City management will make a commitment to work with those employees who desire to advance through the system. A periodic review of salaries will be conducted at least every four years to ensure the City maintains a fair and equitable pay system. Starting Salary When a new employee is hired, his or her salary is set by the Department Head in consultation with the Human Resources Director, according to the established salary grade structure for the position. Salary Increases Overall, job performance is the primary determinant of salary increases. Increases will normally be considered in conjunction with the annual or semi annual performance review. There are three types of increases: 1. Merit increases recognize past performance in a person's current position. Employees will generally advance to the next higher step ---PAGE BREAK--- in their salary grade level by meeting or exceeding job performance criteria. 2. Promotion increases recognize increased responsibility resulting from assignment to a job in a higher grade level. 3. Special increases generally are used to bring the employee to at least the minimum of the salary range or to adjust pay for equitable reasons. Cost of Living Adjustment 1. The Cost of Living Adjustment (COLA) will be addressed by the City Council on an annual basis during the budget process. 2. In order to maintain internal and external equity in the pay system, as a general rule, if a COLA is given it is recommended the COLA be spread evenly across the system to all employees. 3. To maintain integrity in the process of salary administration and to remain competitive in the market, if a COLA is given the entire pay grid will be adjusted accordingly. Long-term Employment In lieu of additional pay for remaining in City employment, the City will strongly support career development within the structure of the City by encouraging excellent performance through education, training, enhanced skills and promotion.