Agenda 09/14/1999 - Laserfiche WebLink

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MONDAY, MAY 24, 1999 115 was not one of formula application of pay increases, but instead the proper grading and classification of positions within the pay plan. She then noted that the study showed the need to re-classify and re-grade 160 City and 20 school employees. Council Member Roop then asked how long the survey took to conduct. Mr. Cook stated that the earliest discussions on the study took place in January of the current year, but that the work actually began in March and continued through April. Council Member Roop asked if the work had been labor intensive, and Mr. Cook replied that it had been for a period of time. Council Member Roop then asked what it had cost to update the plan, and whether or not it had been expensive. Mrs. Read stated that it had been a cost effective process, and Mr. Cook stated that the cost of his time to the City had been only about $8,000 total. Council Member Roop asked if this had been in addition to the time of the City staff involved in the work, and was told that it had been. Vice-Mayor Teague then asked Mrs. Read what type of pay plan had been in place in the locality in which she had last served. Mrs. Read replied that it was a market based plan based upon the same methodology as the one in place in Martinsville, and that a market survey had been conducted on that plan every two years. Vice-Mayor Teague asked how long that system had been in place, and was told that it had been in place for ten to fifteen years. Mayor Crabtree stated that the Council wanted City employees to be fairly compensated but not over-compensated, and asked if the plan presented accomplished that purpose. Mrs. Read stated that the current pay plan served that purpose, and that although there were other approaches that could also do the job it was important to build confidence in this type of structure. Mayor Crabtree asked if the department heads and directors had been able to bring new information into the study process this year. Mrs. Read replied yes, very much so. Vice-Mayor Teague asked Mr. Cook what type of pay plans were common in the market place at this time. Mr. Cook responded that there were still some step and grade plans but that many jurisdictions, such as Roanoke County, had converted from step and grade plans to ranges. He then stated that the City of Martinsville had treated its employees well with its market based plan, citing the facts that more of the employees were closer to mid- point and that the plan works well for new hires and recruitment. Mr. Cook stated that the market based plan was a more progressive approach to compensation using a sound methodology. Mrs. Read stated that, based