Department of Human Resources
Reference: Establish new comparison jurisdictions for 2024 and authorize the use of ninety-eight percent (98%) market rate compensation for the mid-point structuring of employee salary ranges.
To: Mayor Gregory Mills and Members of City Council
Through: Michael P. Martinez, City Manager
Prepared By: Kevin Young, Human Resources Director
Date Prepared: September 19, 2024
PURPOSE
To rescind resolution No. 2004-74 dated July 6, 2004, and establish a new resolution that establishes new comparison jurisdictions, sets the use of the 98% market rate market rate compensation for the mid-point structuring of employee salary ranges, and authorizes the City Manager to adjust comparison jurisdictions as needed.
STRATEGIC FOCUS AREA
Financially Responsible
BACKGROUND
Municipal Charter Section 7.3(J), states that the City Manager is responsible for administration of the City employee compensation and benefits plan that is established annually by the City Council. The Human Resources Department conducts an annual market analysis using the set comparable jurisdictions, which is then used to establish salary ranges for each employee. This information is then used by the City Manager and the Budget and Performance Team to establish the annual compensation into the budget.
A Compensation Committee was established this year to review the current comparison jurisdictions. The committee realized the current jurisdictions were no longer in line with the City of Brighton, so the committee identified a new set of comparison jurisdictions.
The Budget and Performance Team has determined that lowering the market rate market rate from 100% to 98% is necessary to prioritize higher employee benefit costs.
The City Manager and the Budget and Performance Team submits both the compensation and benefit plans to the City Council during the annual budget review process.
ATTACHMENTS
Draft Resolution
Resolution # 2004-74
PowerPoint Presentation