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Human Resource & Risk Services <br /> • • 2004 <br /> L N <br /> K P A <br /> OR <br /> W <br /> NUMAN• RESOURCE• SERVICES <br /> Compensation • $ • Classlficatfon <br /> i <br /> The primary responsibility of the Compensation & Classification Section is to oversee the City's compensation and classification <br /> structures to ensure that the City's pay and related employment practices are fair and equitable, and in compliance with applicable <br /> laws and within market, as defined by City Council guidelines. <br /> I <br /> • Serve as resource to department management and supervisors on issues involving a variety of compensation practices <br /> and policies, and related employment policies. <br /> <br /> I <br /> • Provide assistance and recommendations to Executive Managers on complex compensation and classification policies <br /> and issues. <br /> • Define and evaluate relevant market area/data, internal classification relationships, and related pay policies to establish <br /> .equitable salary schedules and pay practices. Create compensation plans for all City employees. <br /> • Create and maintain the City's classification system for four employee groups in order to provide for fair and equitable <br /> allocation of classifications and pay; create and maintain the City's written classification specifications. <br /> • Serve as consultant to departments to evaluate the impact of reorganizations and new type of services upon existing <br /> classification and compensation structures. <br /> • Evaluate new positions and changes in current positions to ensure fair and relevant assignment of classifications to <br /> positions. <br /> • Evaluate policies, practices, and issues involving wage and hour laws and other laws impacting employee compensation <br /> and relevant policies. <br /> • Research, develop, implement, and administer City policies, procedures, and practices related to pay and leave. <br /> • Maintain knowledge of relevant State and Federal laws, administrative rules, and court cases related to compensation <br /> and related em to ment radices and ensure the Ci olicies, procedures, and practices remain in compliance, and <br /> P Y P tY P <br /> stay current on developments in compensation. <br /> • Provide training and orientation for supervisors on compensation and overtime concepts and legal requirements. <br /> Temporary Corr?pensatron Policy ~ ~ ~ ~ r _ ~ <br /> 4~ z ~IFSCMECIassifcationsReview ~ { ,,~Y <br /> Com ensation'Str+ucture <br /> p . w x x <br /> rl L <br /> Compen~~on Program Deve%opmerif ~ ' ~7 ~ ~ t <br /> 12 <br /> <br />