Compensation

Overland Park is committed to paying fair and competitive compensation based on job responsibilities and accountabilities without regard to race, color, creed, age, sex, national origin or disability.

This includes establishing a salary structure that is based on internal job values and average market rates of pay, and establishing a pay-for-performance system for rewarding employees.

Individual salaries are determined by a performance program designed to be competitive within the job market, equitable across the city and in conformance with the city’s financial position and ability to pay.

Public Safety Compensation

The banding pay structure covers all employees excluding Police Department and Fire Department step employees.

Salary Surveys

The city periodically conducts comparable local, regional and national wage and salary surveys to help determine appropriate and competitive salary levels. Such studies help to ensure the city’s rates of pay compare favorably with rates for work of a similar nature.

Banding

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 specialist, where application of technical, specially-trained skills and technical judgment produce work of greater complexity.
  • Operations specialist, which includes general operations or maintenance skills to produce work within well-defined direction.
  • Administrative specialist, 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.

Market Target Rates of Pay

Target rates of pay reflect the competitive job market from which the city hires employees. Each band is adjusted according to the specific market analysis.

No formal salary minimum or maximum is listed for any position. The City works within a range above and below each market target rate of pay to establish compensation for any position.

Administrative Specialist

Level 1 – $2,778

Level II – $3,489

Level III – $3,748

Level IV – $4,282

Operations Specialist

Level I – $2,883

Level II – $3,548

Level III – $3,809

Level IV – $4,269

Technical Specialist

Level I – $4,036

Level II – $4,413

Level III – $4,855

Level IV – $5,296

Professional

Level I – $4,845

Level II – $5,527

Level III – $6,822

Level IV – $7,301

Level V – $7,876

Level VI – $9.786

Management

Level I – $4,691

Level II – $5,996

Level III – $7,937

Level IV – $8,819

Level V – $9,802

Pay Adjustments

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┬ámarginally 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.

Public Safety Step Pay Plan

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.

Police Department Step Pay Plans

Most police officers hire in at Step 1. There are circumstances where officers are hired in above Step 1 to account for the related experience they bring to the city.

Police officers become eligible to apply for promotion to sergeant after the completion of five consecutive years of service as a police officer. Such a fifth-year promotion would move the officer to the first step of the sergeants step pay plan.

Officers + Sergeants

The rates below show monthly gross salaries for members of the Police Department in each step.

Officers Sergeants
Step 1 (new hire) $3,590
Step 2 $3,762
Step 3 $3,942
Step 4 $4,130
Step 5 $4,327
Step 6* $4,534 Step 1 $4,897
Step 7 $4,751 Step 2 $5,131
Step 8 $4,978 Step 3 $5,376
Step 9 $5,216 Step 4 $5,633
Step 10 $5,465 Step 5 $5,902
Step 11 $5,726 Step 6 $6,184
Step 12 $6,000 Step 7 $6,480
Step 13 $6,287 Step 8 $6,790
Step 9 $7,115

Fire Department Step Pay Plans

Step pay plans vary depending on the number of hours an employee works per week. The tables below includes regularly scheduled overtime for those who work 56-hour workweeks.

Firefighters - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 (new hire) $12.31 $3,414 $40,968
2 $13.17 $3,652 $43,824
3 $14.09 $3,908 $46,896
4 $15.08 $4,182 $50,184
5 $16.14 $4,476 $53,712
6 $17.27 $4,790 $57,480
7 $18.48 $5,125 $61,500
8 $19.77 $5,483 $65,796
9 $21.15 $5,866 $70,392
10 $22.63 $6,276 $75,312
Paramedics - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 (new hire) $13.17 $3,652 $43,824
2 $14.09 $3,908 $46,896
3 $15.08 $4,182 $50,184
4 $16.14 $4,476 $53,712
5 $17.27 $4,790 $57,480
6 $18.48 $5,125 $61,500
7 $19.77 $5,483 $65,796
8 $21.15 $5,866 $70,392
9 $22.63 $6,276 $75,312
Paramedics - 40 Hour Work Week
Step Hourly Rate Monthly Rate Annual Rate
1 (new hire) $20.02 $3,469 $41,633
2 $21.42 $3,713 $44,551
3 $22.92 $3,973 $47,675
4 $24.53 $4,252 $51,026
5 $26.25 $4,551 $54,606
6 $28.09 $4,869 $58,425
7 $30.05 $5,209 $62,506
8 $32.15 $5,573 $66,872
9 $34.40 $5,962 $71,546
Fire Medics - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 (new hire) $13.29 $3,686 $44,232
2 $14.22 $3,944 $47,328
3 $15.22 $4,221 $50,652
4 $16.29 $4,518 $54,216
5 $17.43 $4,834 $58,008
6 $18.65 $5,172 $62,064
7 $19.96 $5,536 $66,432
8 $21.36 $5,924 $71,088
9 $22.86 $6,340 $76,080
10 $24.46 $6,784 $81,408
Lieutenant/EMS - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 $17.43 $4,834 $58,008
2 $18.65 $5,172 $62,064
3 $19.96 $5,536 $66,432
4 $21.36 $5,924 $71,088
5 $22.86 $6,340 $76,080
6 $24.46 $6,784 $81,408
Lieutenant/EMS - 40 Hour Work Week
Step Hourly Rate Monthly Rate Annual Rate
1 $26.49 $4,592 $55,108
2 $28.35 $4,913 $58,961
3 $30.34 $5,259 $63,110
4 $32.47 $5,628 $67,534
5 $34.75 $6,023 $72,276
6 $37.18 $6,445 $77,338
Fire Lieutenant/EMT - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 $23.76 $6,589 $79,068
2 $24.95 $6,919 $83,028
Fire Lieutenant/Paramedic - 56 Hour Work Week
Step Hourly Rate Monthly Rate* Annual Rate*
1 $25.68 $7,122 $85,464
2 $26.96 $7,477 $89,724
Fire Inspector
Step Monthly Rate Annual Rate
1 $3414 $40,968
2 $3652 $43,824
3 $3908 $46,896
4 $4182 $50,184
5 $4476 $53,712
6 $4790 $57,480
7 $5125 $61,500
8 $5483 $65,796
9 $5866 $70,392
10 $6276 $75,315