HomeMy WebLinkAboutORD 1985 Amending Employee Handbook relating to Pay PlanCity of West University Place
Harris County, Texas
ORDINANCE NO. 1985
AN ORDINANCE OF THE CITY COUNCIL OF THE CITY OF WEST
UNIVERSITY PLACE, TEXAS, ADOPTING AN AMENDMENT TO
SECTION IV. OF THE PERSONNEL POLICIES AND EMPLOYEE
HANDBOOK, 2013 EDITION, RELATING TO PAY PLAN AND
COMPENSATION GUIDELINES; AND CONTAINING FINDINGS AND
PROVISIONS RELATING TO THE SUBJECT.
NOW, THEREFORE, BE IT ORDAINED BY THE CITY COUNCIL OF THE CITY
OF WEST UNIVERSITY PLACE, TEXAS, THAT:
Section 1. The Personnel Policies and Employee Handbook, 2013 Edition,
(the "Employee Handbook ") as adopted by Section 2 -62(a) Code of Ordinances of the
City of West University Place, Texas, is amended by revising the language in Section
IV. relating to Pay Plan and Compensation Guidelines as set forth in Appendix A,
attached hereto. All other portions of the Employee Handbook not specifically amended
hereby remain in full force and effect.
Section 2. All ordinances and parts of ordinances in conflict with this
Ordinance are repealed to the extent of the conflict only.
Section 3. If any word, phrase, clause, sentence, paragraph, section or other
part of this Ordinance or the application thereof to any person or circumstance, shall
ever be held to be invalid or unconstitutional by any court of competent jurisdiction,
neither the remainder of this Ordinance, nor the application of such word, phrase,
clause, sentence, paragraph, section or other part of this Ordinance to any other
persons or circumstances, shall be affected thereby.
Section 4. The City Council officially finds, determines and declares that a
sufficient written notice of the date, hour, place and subject of each meeting at which
this Ordinance was discussed, considered or acted upon was given in the manner
required by the Texas Open Meetings Act, as amended, and that each such meeting
has been open to the public as required by law at all times during such discussion,
consideration and action. The City Council ratifies, approves and confirms such notices
and the contents and posting thereof.
Section 5. This Ordinance takes effect immediately upon its passage and
adoption on second reading.
9D)EFSEC
PASSED, APPROVED AND ADOPTED ON FIRST READING on the day
of �� , 2013.
PASSED, APPROVED pNp ,ADOPTED ON SECOND READING, AND
SIGNED, on the )FC day of 2013.
/Sg -•,-
1� � Signed: l�U�
ity ecretary (Seal) Mayor
d m
m T00
Recommended:
ity Manager
Approved as to legal for
City Attorney
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[Deleted language shown by strike -out, added language shown by underline]
Appendix A
(Amended Section IV., Personnel Policies and Employee Handbook, 2013 Edition)
IV. Pay Plan & Compensation Guidelines
Purpose, The purpose of the City's pay system is to attract, retain and motivate
employees by offering pay opportunities commensurate with their position's internal
and external value, and positioning the City of West University Place as an "employer of
choice."
Compensation Philosophy. The City's compensation program will provide
compensation opportunities (direct pay and indirect pay, career opportunities, benefits,
etc.) that are a blend of those offered by its competitors.
Each job classification in the organization will be assigned to the pay structure and will
have a pay grade defined by minimum and maximum dollar limits. The pay grade
defines the pay opportunities for the job.
Pay structures shall be reviewed periodically to reflect the organization's changing
competitive position, economic conditions, and compensation objectives and shall be
subject to the budgetary guidelines established by the City.
Additionally, the City recognizes that it is important to be able to recruit experienced
professionals. As part of its overall compensation package, the City Manager or his /her
designee may extend employment offers that allow for vacation and /or sick leave accruals
in certain exempt positions to be based a candidate's total number of years of s ecific
Job- related experience. Additionally, in certain circumstances, the City Manager may
authorize a one -time vacation leave credit to candidate's accrual banks based on a
candidate's specific iob- related experience.
Establishment of Plan. The City Council shall establish the pay plan annually during
the budget process, which includes compensation and salary structure
recommendations made by the City Manager or his designee.
The City has generally adopted a strategy of achieving and maintaining a market -
competitive position of approximately 100% of the designated market average for
general all employees' pay structures and 105% ef the designated market aveFage
One of the functions of the budget process is to consider the competing priorities for
limited revenue resources. It may be determined that the City's current financial status
cannot support the total cost. Conversely, in a positive financial condition, the City may
consider increasing the percentages allotted. Clearly, the financial status will affect
both structure adjustments and individual salaries during any future fiscal years.
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