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HomeMy WebLinkAbout1993-109-07/20/1993-BUDGET FINANCIAL MANAGEMENT POLICIES HUMAN RESOURCE MANAGEMENT PRODUCTIVITY POLICY TOTAL COMPENSATIO RESOLUTION 93-109 OF THE COUNCIL OF THE CITY OF FORT COLLINS AMENDING THE FINANCIAL AND MANAGEMENT POLICIES RELATING TO THE 1994 ANNUAL BUDGET BY THE ADDITION OF THE HUMAN RESOURCE MANAGEMENT AND PRODUCTIVITY POLICY WHEREAS, the City Manager and City Council have reviewed various financial and management policies in preparation for the annual budget process and in conjunction with the City's five-year financial plan; and WHEREAS, Council voted at its July 6, 1993 regular meeting to adopt all of the Financial and Management Policies except the Human Resource Management and Productivity Policy in order that it could further discuss this item at its July 20 regular meeting; and WHEREAS, the City's Human Resource Management and Productivity Policy is an essential portion of the financial planning process by virtue of the fact that Personal Service expenses account for approximately 35% of the City's Net Operating Budget; and WHEREAS, the Council has considered various alternatives for the Human Resource Management and Productivity Policy and has identified the alternative which it believes best serves the interests of the City. NOW, THEREFORE, BE IT RESOLVED BY THE COUNCIL OF THE CITY OF FORT COLLINS, that the 1994 Financial and Management Policies adopted by Council on July 6, 1993, are hereby amended by the addition of Policy 3.4 Human Resource Management and Productivity Policy, attached hereto as Exhibit "A." Passed and adopted at a regular meeting of the City--Council held this 20th day of July, A.D. 1993. �— ATTEST: o r 1 / City Clerk EXHIBIT A 3.4 HUMAN RESOURCE MANAGEMENT AND PRODUCTIVITY The City of Fort Collins' goal as an employer is to attract and retain quality employees in recognition of their essential contribution in providing services to the citizens of Fort Collins. As a provider of services in the community, the experience, commitment and talent of our employees is critical to the quality and value of City services. The City has two financial policies which address the human resource component of its cost of providing services: 1. Employee Compensation Policy In order to attract and retain quality employees and also to recognize and reward quality performance, the City has established a system which guides the compensation of its employees. The objective of the compensation policy is to pay employees fairly, competitively and in a way that is understandable to the community and the organization. For all employees who represent the long-term, career work force of the City, compensation will be set through a total compensation methodology. Total Compensation is defined as the sum of the salary paid and the City's cost for benefits which are provided to compensate an employee for work performed. This method will use annual surveys of the relevant labor market. The labor market will be defined as that which most closely approximates the competitive market from which the City hires its employees from specific job groups. This market will be primarily within Northern Colorado and represent a mix of public and private employers, to the greatest extent possible. Hourly, seasonal , and temporary employee compensation rates will be set according to the prevailing market for that type of employee within the Northern Colorado market. These employees are valuable resources in the provision of services in the community, so the City will set these compensation rates in a way which will attract high quality employees. 2. City Performance Goals and Measures Policies The goals of the City of Fort Collins are to provide our citizens with services which are above average in quality and below average in cost, and to provide those services with fewer than the average number of employees, as measured against comparable municipalities. In addition, the City wishes to attract and retain quality employees and also to recognize and reward quality performance. To accomplish these goals, the City will : • Set the City's Total Compensation for all employees, except hourly, seasonal and temporary employees, at a level which will be, on average, 4.5t higher than the median for comparable positions in the relevant labor market. All jobs for such employees, from the lowest paid to the highest paid, will retain the same relative competitive position when compared to other governmental agencies and private employers to ensure equity to all employees within the compensation plan. This policy shall be supported annually by data that demonstrates that the productivity of the organization is higher than other comparable organizations. The Council Finance Committee will review the survey methodology and data annually with the Personnel Board to ensure that the intent of this policy is being met. • Maintain staffing levels lower than the average for other municipalities providing similar services; • Measure and quantify customer satisfaction with the quality of services provided by the City and continuously improve the quality of those services; • Continue to monitor the cost effectiveness of providing services through City operations in comparison to the cost of providing the services through the private sector; • Continue to monitor the cost effectiveness of adding additional staffing to provide services in comparison to the cost of adding capital equipment or employing other options to streamline operations; and • Measure the productivity and effectiveness of the City's work force.