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.