89-58 ESTABLISHING MERIT BASED PAY PLAN FOR CERTAIN OFFICERS AND EMPLOYEES

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2) A compensation system which is internally equitable and generally campetitive with prevailing wage rates in relevant markets , and recognizes that compensation is composed of both salary and benefits. (b) Said compensation and classification program is to be fully articulated to those concerned; administered ' uniformly among all involved; reviewed annually; and consistent with the letter and the spirit of equal employment opportunity and affirmative action guidelines. Section 3 . That, in order to carry out the philosophy and policy determined and declared hereby, the following specific objectives be, and the same are hereby, set out to he achieved in the establishment and administration of said program: (a) Said classification system shall take into account substantive identifiable differences in job content related to scope of responsibility as measured by numbers of employees, or programs, or both, supervised; differences in line as compared with staff relationships; financial responsibility in terms of both dollar amounts and degree of authority and responsibility; and other related differences in position scope and content. (b) Said compensation system shall be based on and shall include the rational classification system herein described; internal equity so that those with simiZar position responsibilities are paid at comparable levels and instances of subordinate pay exceeding supervisory pay are minimized; a discrete salary range for each classification with an explicit minimum and maximum sufficiently separated for compensation growth; annual increments based primarily on merit ascertained by an explicit performance evaluation system; a responsiv� relation to the prevailing rates of pay for comparable positions in other comparable employments in similar cities; meaningful opportunities for occupational growth within a position and for upward mobility for those found to be qualified; administrative procedures which encourage entry within the lower quartile of a range with progression based on performance and �ther relevant considerations; and recognition that administrators are an integral part of management and a reflection of that relationship. Section 4 . That in order to implement said program the pay ranges set out in Exhibits A and B hereto attached with tne minimum and maximum amounts set opposite each be, and the same are hereby, established, which said rar.ges or amounts may be