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Human Resources (Policy and Procedure) > !TEST**No. 301, Compensation And Classification Program > Flashcards

!TEST**No. 301, Compensation And Classification Program Flashcards

1
Q

What is the purpose of the Total Compensation Program?

A

To attract/retain/motivates the highest quality employees to accomplish the City mission.

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2
Q

What are the objectives of the Total Compensation Program?

A
  • salary ranges for like positions
  • performance system that aligns with the org’s mission
  • state/federal laws followed
  • comp program communicated to employees
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3
Q

Who is responsible for the establishment/maintenance of a compensation classification plan?

A

HR/RM Director

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4
Q

When can a position be reclassified?

A

When the essential duties and responsibilities of the position change (can be reclassified to a higher or lower level).

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5
Q

Who makes final decision on job reclassification?

A

Made by HR/RM Director, approved by City Council.

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6
Q

What happens when a position is reclassified to a class in a higher pay range?

A

Employee may receive a salary adjustment (unless employees salary is less than minimum of new class; if so, it will move up to new minimum).

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7
Q

What happens when a position is reclassified to a class in a lower pay range?

A

Employees pay may be reduced (but, if current pay is above max in new pay range, employee not eligible for any increases until max pay range is higher than salary again).

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8
Q

Who maintains copies of current job descriptions?

A

HR/RM Director

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9
Q

Who determines salaries for City Mgr, City Clerk, City Attorney, City Judge, and Asst City Judge?

A

City Council

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10
Q

*How is the work week defined?

A

7 consecutive 24-hour periods (work week begins 12:01 a.m. Saturday, ends 12:00 midnight the following Friday).

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11
Q

The City may adopt a work period of up to how many days, for sworn fire and police personnel?

A

Up to 28 days.

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12
Q

Who determines the meal break length and schedule?

A

Supervisors, typically 30 to 60 uninterrupted minutes.

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13
Q

What is a flex work schedule?

A

A schedule that differs from the normally established work week hours.

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14
Q

Who determines the exempt and non-exempt status of an employee?

A

HR/RM Director (according to the classification of the position).

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15
Q

What employees are not eligible for overtime compensation?

A

Exempt employees.

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16
Q

*After how many hours will fire employees receive overtime compensation?

A

Anything in excess of 156 hours worked in a 21 day work period.

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17
Q

What is Compensatory Time Off?

A

Non-exempt employees may earn compensatory time off, in lieu of cash payment (at a rate of 1 1/2 hours off for every overtime hour worked).

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18
Q

**What is the max number of compensatory hours an employee is allowed to accrue?

A

120 hours (80 hours of actual overtime).

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19
Q

If an employee has compensatory time, upon SEPARATION from employment, how is it paid?

A

It is paid at their regular rate.

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20
Q

What determines whether a non-exempt employee is on stand-by?

A

When required to be available, and fit for duty, if called back to work (may be required to carry a pager/phone, and respond to calls within a certain amount of time; can maintain normal life activities as long as it doesn’t interfere with his ability to work).

21
Q

How much do employees get paid when on stand-by?

A

2 dollars per hour for every hour on stand-by.

22
Q

What is a Voluntary Callback List?

A

Supervisors may establish a callback list of employees who voluntarily choose to report back to work if needed.

23
Q

What is Shift Differential Pay?

A

A procedure established to give additional pay for hours worked between 4pm and 8am.

24
Q

Who is and is not elligible for Shift Differential Pay?

A

Non-exempt, regular status, full-time and part-time are eligible; sworn fire personnel, exempt employees, and contract/temp employees are not.

25
Q

How is shift differential compensated?

A
  • 2nd shift diff pay is 50 cents per hour, in addition to employees regular rate of pay.
  • 3rd shift diff is at 60 cents per hour, in addition to regular rate of pay.
26
Q

Regular full-time employees are eligible for Stability Pay. What criteria must be met to receive this compensation?

A
  • Employee had continuous employment in a regular full-time status position, commencing prior to May 1, 1992
  • working in full time position at time stability payments are made
  • employee not in a represented classification at time stability pmts are paid
27
Q

How is Stability Pay compensated?

A

80 dollars per year of regular status service, starting with the 5th year. Amount increases 80 dollars per year, peaking 800 dollars.

28
Q

How is Stability Pay paid to Public Safety?

A

They are given same amounts, but split in half and given twice a year (once in June, once in December).

29
Q

What is a Bilingual Pay Incentive Program?

A

A program designed to pay bilingual pay for any position that requires its use ($38 per pay period).

30
Q

Who determines annual salary increases?

A

City Council (takes place at the beginning of the fiscal year).

31
Q

What is a Merit Increase?

A

Regular status employees completes 1 year of satisfactory service MAY be eligible for a Merit increase on or about July 1 of each year.

32
Q

How does the Merit Increase work for fire and police?

A

Fire and Police are subject to Step plans.

33
Q

How does the Promotional Increase work?

A

The employee will be placed in a pay range amount recommended by the Department Dir and approved by HR/RM Dir, but will not exceed the max of the pay range.

34
Q

What is Salary Upon Involuntary Demotion?

A

An employee is involuntarily demoted for disciplinary reasons, will have their salary reduced and will be placed in new class and range at an amount recommended by Dep. Dir and approved HR/RM Dir.

35
Q

What is Salary Upon Voluntary Demotion?

A

An employee voluntarily requests demotion, placed in lower class and pay range (giving up medic patch).

36
Q

What is Temporary Assignment Pay?

A

Temp performance of duties of a higher class, or duties much different than normal duties.

  • assignments for minimum 2 pay periods, no later than 7 pay periods.
  • Pay is 5% increase of current pay level, director level or above is 10%.
37
Q

What is “Special Assignment Pay”?

A

Compensation for performing duties in addition to their normal assignment (approved by HR Department).

38
Q

What is ESP?

A

Emergency Services Pay (ESP) for exempt status mgt employees in Police/Fire departments, for taking on additional responsibilities in:

  • emergency situations
  • special events
  • special pre-approved situations
39
Q

In fire dept, who qualifies for ESP?

A
  • BC
  • BC working as Dep Chief
  • Dep Chief
  • Asst Chief
  • Civilian Div Mgrs as determined by Fire Chief
40
Q

What is Time Adjustment Pay (TAP)?

A

Pay structure for fire dept personnel that move from 52 hr/wk schedule to 40 hr/wk (employee must be on regular work status, those on mod duty or accommodated duty are not eligible)

41
Q

What is the compensation for TAP pay?

A

TAP will be for 5% of current base pay (minimum of 2 full pay periods).

42
Q

How are classifications of pay ranges created/revised/abolished?

A

Based on studies:

  • authorized by City Mgr
  • conducted by HR/RM dept
  • approved by City Council
43
Q

How is the pay plan adopted?

A

By City Council, who sets forth all pay ranges.

44
Q

Other increases to base salary (promotional, salary upon voluntary/involuntary demotion) are approved by whom?

A

Dir HR/RM, as delegated by City Mgr.

45
Q

When a position is reclassified, and an employee is receiving temporary assignment pay for additional duties that fall within the scope of the new classification, what happens to the employees base salary?

A

It will be adjusted accordingly (either up or down) but will not exceed the maximum of the new salary range, and the temp assignment pay will cease.

46
Q

Annual employee salary increases are determined by City Council. Who approves salary adjustments such as promotional increases, involuntary and voluntary demotion adjustments?

A

Approved by Director HR/RM, as delegated by the City Mgr.

47
Q

How is the amount of a Merit increase determined?

A
  • City Council approval
  • satisfactory job performance
  • employees salary being below the max amount for that job classification
48
Q

If a Merit increase causes an employees pay to exceed the max for the job classification, how can it be awarded?

A

It may be awarded as a one-time, lump sum payment.

Human Resources (Policy and Procedure) (26 decks)

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