Compensation

Job banding clusters positions around occupations that are similar in the nature of their work. Each job is assessed to determine specific requirements, expectations, and performance standards.

The placement of a job into the banding structure is based on the type of work and what the position should be doing, rather than what the position could be doing, or what the individual in the job is actually doing.

Overland Park’s job bands include:

• Management, which includes operational oversight of a work unit or team and managing and supervising work is the focus of the position.
• Professional, where application of conceptual knowledge in a professional field, and professional judgment is required.
• Technical, where application of technical, specially-trained skills and technical judgment produce work of greater complexity.
• Operations, which includes general operations or maintenance skills to produce work within well-defined direction.
• Administrative, which includes general administrative or office skills to produce work within well-defined direction.

Each of the five bands has a range of levels with required qualifications and specific responsibilities. Bands and levels correlate to market target rates of pay.

Employees who receive a satisfactory or better performance rating are eligible for ongoing pay adjustments, which consist of market adjustments or performance increases.

Market Adjustments

Market adjustments are based on an employee’s salary and its relationships to the market target rate of pay for the position. The purpose of this adjustment is to ensure the employee is paid a competitive rate of pay. Market adjustments are reviewed annually.

Performance Increases

The city’s pay-for-performance philosophy is designed to award performance increases based on a rating system:

• Key Contributors consistently perform beyond expectations, demonstrate leadership, and positively impact the organization.
• Contributors often exceed job expectations and performance criteria; contributes beyond core responsibilities.
• Performers consistently meet and may occasionally exceed expectations and performance criteria.
• Underperformers marginally meets job expectations and may periodically fall below them.

Employees who receive “performer” ratings or above, are eligible for performance increases. Performance increase percentages are reviewed annually.

An employee’s salary cannot exceed the market target by more than 20 percent. Employees whose current salary is close to or at 20 percent above their market target rate are eligible for a one-time, lump-sum payment when a department director determines this increase is appropriate.

Police officers, firefighters, and some other public safety positions have a separate compensation program, referred to as a step pay plan.

An employee typically will hire in at Step 1. Once an employee reaches the top step, no further step progression increases will be available.

Increases in pay in the step rate plan come from:

• Step adjustments: An increase in the employee base salary that is associated with an increase in the pay rate established for the assigned step.
• Step progression increases: Assuming performance is satisfactory or above, an employee will receive an increase in their base salary associated with his or her progression to a higher step. The increase typically occurs at the time of their annual performance review.

Each step plan is reviewed annually to ensure the city’s compensation for these positions remain competitive with the local market.

Fire Department Step Pay Plan

Please visit the Join OPFD section of our website to learn more about step plans for firefighter and paramedic positions in the Fire Department.