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City of Eugene <br /> Human Resource and Risk Services Policies <br /> 3-411 Compensation <br /> 3-411.1 Exempt Employees (Revised 09/16/02) <br /> To ensure that the City can hire and keep qualified employees, the City <br /> follows a "market-based" approach (considering compensation for similar <br /> jobs in comparable agencies) and evaluates internal job relationships for <br /> setting pay. <br /> Non-represented employees receive compensation that bears an <br /> appropriate relationship to the compensation received by City employees <br /> who are represented by labor unions. The City Manager has the legal <br /> authority, within the parameters of the approved City budget, to determine <br /> com ensation for non-re resented em to ees. <br /> p p p Y <br /> SEE: Section 3-411.4 for Supervisory Pay Differential <br /> SEE: Section 3-411.5 for Confidential Non-Represented employee pay <br /> ranges <br /> 3-411.2 Union-Represented Employees <br /> Union-represented employees' salaries are established through the <br /> collective bargaining, process. <br /> 3-411.3 Temporary Employee Compensation (Revised 09/16/02) <br /> Temporary employees are paid by the hour for the time they have. worked <br /> in a specific time period. If you are unsure where a particular job fits on <br /> the temporary hourly plan, contact Human Resource and Risk Services <br /> before extending a job offer. <br /> 3-411.4 Supervisory Pay Differential (Revised 09/16/02) <br /> The City is committed to providing a total compensation package that will <br /> attract and retain qualified supervisory employees, and that adequately <br /> compensates supervisory responsibilities. <br /> The City's guideline is to have a minimum supervisory pay range <br /> differential of approximately ten (10) percent between the range of the <br /> supervisor and supervised employee. This difference is measured at the <br /> top step of the pay range. Exceptions to this guideline will occur for <br /> <br /> Human Resource and Risk Services Revised: 09/16/02 <br /> <br />