Page 19 - Employee Handbook 1-2015 rev9

A. Classification Plan

The City has established a position classification plan. Positions which are similar are
grouped into "classes" based on their similarity of duties and responsibilities.

A general description of your position, with its class title, definition, examples of work
performed, required knowledge, skills and abilities, and desirable experience and training is
maintained by the Human Resources Department. Should you desire an individual copy of your
job description, you may obtain one from your supervisor, the City's web site at
http://agency.governmentjobs.com/winstonsalemnc/default.cfm?action=agencyspecs or the
Human Resources Department.

B. Pay System

The primary goal of the City's compensation plans is to compensate employees fairly for
the jobs that they perform. As part of the City’s commitment to providing a livable wage to all
employees, no position shall pay less than an hourly rate of $10.10. As a result of careful
analysis which compares the salaries of City employees to those outside of the City serving in
similar positions, equitable pay levels are established. There are currently four separate pay
plans being utilized for all positions: the General Pay Plan, Police and Fire Pay Plans and the
Flat Rate Pay Plan.

● General Pay Plan consolidates all pay ranges for budgeted positions within the City
(excluding fire, police, and flat rate employees) into nine broad bands, each of which has a
minimum and maximum pay level. Every position is assigned a Market Reference Point (or
MRP) which is determined by reviewing the average salary levels paid for similar jobs in the
private sector and at other city, county and state governments. Special efforts are made during
this process to include those companies and organizations that may be competing with the City
for the same employees.

Market Reference Point is a competitive market range that extends from 90% to 110%
of the reference point (10% below to 10% above). Generally, a new employee is hired at 90% of
the Market Reference Point, provided the new employee meets all of the requirements
established for the position. Movement beyond the 90% level is possible and based on the
individual performance of the employee. Employee salaries may not exceed the maximum of the
band to which their position is assigned.

● Police and Fire Pay Plans set a base pay range for each position with established
minimum and maximum pay levels. Education incentives increase the base pay ranges for sworn
police and certified fire employees possessing an Associate degree (base plus 5%) and
Bachelor’s degree (base plus 10%).

● Flat Rate Pay Plan is utilized to determine pay levels for all seasonal positions. Each
position is assigned an hourly rate which is based on job requirements and skill levels needed.

City of Winston-Salem Employee Handbook November 2014 Revision 10