HomeMy WebLinkAboutResolution 2013-093 compensation philosophy for town employeesMARANA RESOLUTION NO. 2013-093
RELATING TO PERSONNEL; APPROVING AND ADOPTING A COMPENSATION
PHILOSOPHY FOR COMPENSATION OF TOWN OF MARANA EMPLOYEES;
AUTHORIZING THE TOWN MANAGER TO IMPLEMENT THE COMPENSATION
PHILOSOPHY CONSISTENT WITH BUDGET CAPACITY AND AUTHORITY
WHEREAS the Town of Marana is committed to providing a fair, balanced, and highly
competitive compensation package for its employees; and
WHEREAS in March 2012, the Town Council adopted the Town of Marana Strategic
Plan II (the "Plan"), and under the Progress and Innovation focus area of the Plan, Initiative 1 is
to create an organization of excellence; included within this Initiative is the strategy of develop-
ing a highly competitive pay philosophy to recruit and retain quality professional staff; and
WHEREAS the Town Council recognizes that the Town is a steward of our community's
resources and that the Town's compensation philosophy must take into consideration the Town's
financial wellbeing and ability to pay; and
WHEREAS the Town Council finds that adoption of the compensation philosophy con-
templated by this resolution is in the best interests of the Town of Marana and its citizens.
NOW, THEREFORE, BE IT RESOLVED BY THE MAYOR AND COUNCIL OF THE
TOWN OF MARANA, ARIZONA, AS FOLLOWS:
SECTION 1. The Compensation Philosophy for the Town of Marana attached as Exhib-
it A to and incorporated by this reference in this resolution is hereby approved.
SECTION 2. The Town Manager is hereby directed and authorized to implement the
compensation philosophy approved by this resolution for and on behalf of the Town of Marana,
consistent with Town Council-approved budget capacity and authority. The Town Manager's
authority to implement the compensation philosophy includes the authority to administratively
implement a pay structure (also referred to as salary schedules) for all employees of the Town.
Resolution No. 2013-093 - 1 -
PASSED AND ADOPTED BY THE MAYOR AND COUNCIL OF THE TOWN OF
MARANA, ARIZONA, this 15�' day of October, 2013.
Mayor Ed Hon a
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Resolution No. 2013-093 - 2 -
COMPENSATION PHILOSOPHY FOR THE TOWN OF MARANA
October, 2013
The Town of Marana is committed to providing a fair, balanced, and highly competitive
compensation package for its employees. In alignment with our Strategic Plan, our goal
is to recruit and retain high-performing employees who develop innovative approaches
to serving our citizens and community partners. Our total compensation system will be
one that is simple and easy to understand and can be clearly communicated to our
employees.
The Town recognizes that we are stewards of our community's resources and our total
compensation should take into consideration our organizatiori s ability to pay. Therefore,
we will focus on:
• Monitoring and maintaining our system to provide the flexibility needed to
respond to changing conditions in the organization;
• Clearly communicating the benefits of our employee's total compensation. Total
compensation is defined as:
o Base pay, which is comprised of wages and salaries
o Benefits, including but not limited to, health/life insurance, pension
plans/retirement plans, workers compensation, and paid leave
o Incentives, merit/performance pay, and other supplemental pay and
allowances
• Offering base pay that is competitive within our defined market and balances the
external market with internal equity;
• Providing employee benefits in areas such as health insurance, retirement, and
paid leave that offer flexible options for meeting our employees' needs within our
fiscal constraints;
• Recognizing and providing incentives for employee creativity and innovation that
benefit the public through improved efficiencies, productivity, and commitment
to service excellence; and
Exhibit A— Resolution 2013-093
• Providing support, such as training opportunities and career development, to our
employees in their efforts to attain new skills, achieve organizational goals, and
enhance their professional growth.
Within available resources, the Town will consider funding individual components of
the compensation system each year during its annual budget process, working to
establish a highly competitive total compensation package for employees.
Exhibit A — Resolution 2013-093