Pay Delivery

In general, the city uses the standard pay delivery system outlined below.

Ongoing pay adjustments

Most employees achieving a satisfactory (or better) performance rating are eligible for ongoing pay adjustments, consisting of a market adjustment and/or performance increase (except public safety personnel in step plans).

The market adjustment is based on your salary and its relationship to the market target rate of pay for your job. This type of increase is to accelerate movement up to the market target rate of pay for your job to assure you are being paid a competitive rate of pay. Although the percentages are reviewed annually, the table illustrates how this pay component works:

Market Adjustment

Relation to Market Target Percentage Increase
100% or above Market Target 0% Market Adjustment
90-99.9% of Market Target 1.0% Market Adjustment
80-90% 1.50% Market Adjustment
Less than 80% 1.50% Market Adjustment or percentage required to bring up to 80% of Market Target

*Performance must be satisfactory to be eligible for a market adjustment.

Example: Employee A has a current monthly salary of $2,800 with a market target rate of $3,278. The employee's "relation to market target" is 85.4 percent, calculated by dividing the current salary by the market target rate ($2,800/$3,278). Since this employee's rate of pay is 80 to 89 percent of the market rate, he or she is eligible to receive a market adjustment increase of 1.00 percent.  For example, a 1.00 percent increase would provide a $28 per month increase. This increase is in addition to any performance increase adjustment.

Performance increase
The city's pay-for-performance philosophy is designed to award performance increases based on a three-rating system:

Rating Description
Key Contributor Consistently performs beyond expectations; demonstrates leadership and positively impacts the organization.
Contributor Often exceeds job expectations and performance criteria; contributes beyond core responsibilities.
Performer Consistently meets and may occasionally exceed expectations and performance criteria.
Underperformer Marginally meets job expectations, periodically falls below them.

Working under these guidelines, an employee's performance will be evaluated utilizing the Performance Dimensions:  Professionalism, Achieving Results, Teamwork and Forward Thinking and an employee will then receive an overall rating.  An employee whose performance is "Performer" or above is eligible to receive a performance increase.  Although the percentages are reviewed annually, the 2018 Performance Increase Matrix is 1.25% to 3.25%.

Lump sum increase

An employee's salary cannot exceed the market target by more than 20 percent. If an employee's salary reaches this level of pay, no further increase can be made to the base salary.

An employee whose current salary is close to, or at 20 percent above their market target rate, is eligible to receive a one-time, lump-sum payment, which is not added to the base salary in that year, or a combination of performance increase and lump sum award. For 2016, the percentage allowed for the lump-sum award is up to 2.0%.

To be eligible for this lump-sum payment, an employee must:

  1. Be close to, or at 20 percent above their market target rate, and
  2. Receive an overall performance rating of "Performer" or better and
  3. Be approved for the one-time, lump-sum payment by their Department Director.