Page 60 - Personnel Policy and Procedures Manual

CHAPTER V.

COMPENSATION

A. GENERAL

Authority of the Administrator – The Administrator shall have the authority to approve all classifications,
reclassifications, reorganizations, pay adjustments up to fifteen percent (15%) of base pay and final decision
authority of classification appeals. The Administrator shall be responsible for any pay disparities or
inequities created as a result of this authority.

Section 500.001 Compensation Philosophy

Augusta, Georgia is committed to a results-oriented government that provides efficient and accountable
government services.

Our goal is to attract, retain and motivate committed, hard-working, creative and thoughtful employees who
support our mission to meet and exceed the expectations of our community, not only in service delivery but
in building a better place for all of us to live and work. The main focus of the compensation philosophy is
to increase productivity, maximize efficiency and improve overall service level for Augusta, Georgia
citizens. For our employees, that means we are committed to:

 Providing opportunities for our employees to grow and develop their skills, knowledge, and their
careers.
 Ensuring individual accountability for performance and results.
 Communicating openly with our employees about our organization/mission, our successes and
our failures, and opportunities for us to do things better.
 Providing a competitive total compensation package.

The total compensation program at Augusta, Georgia is designed to assist us in creating and supporting a
high-performance, responsive and competitive organization. The total compensation program is made up
of salary/wages and benefits.

In order to accomplish these goals and to ensure that the compensation program is consistent with its
direction, stated mission, and goals, Augusta, Georgia government commits to the pay philosophy
statements as follows:

Augusta, Georgia’s total compensation philosophy is to provide pay and benefits sufficient to attract and
retain the qualified and skilled employees to accomplish Augusta, Georgia’s strategic plan:

1. Position total compensation (pay and benefits) to be aimed at midpoint of the market;
2. There are conditions where exceptions may be necessary, in situations such as -

 Recruiting the desired level of talent in certain jobs is a sustained problem and results in
negative impacts to the organization;
 Retention issues, including succession and turnover;
 Significant changes in the economy or marketplace; and
 Internal anomalies in alignment, disparities or inconsistencies.

All Rights Reserved – As approved by the Commission on 05-07-2019 60 | P a g e