Page 62 - Personnel Policy and Procedures Manual

j. Every two (2) years, the Human Resources Director will conduct a market study of benchmark
positions to determine the competitive posture of the organization, and propose a plan of action, if
needed, to bring any positions or classes into competitive alignment. At any time the Human
Resources Director determines that one or more particular classes need to be reviewed more
frequently than once every two (2) years, necessary action may be taken to assess the market position
of such classes without consulting the Commission. The Administrator’s approval is required to
conduct such classes’ market study.

A. COMPENSATION ADMINISTRATION

Section 500.101 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.

Section 500.102 Overview of Compensation Administration Program

The development and maintenance of Augusta, Georgia’s Compensation Policy is the responsibility of the
Human Resources Department. Each Department’s Director and the Administrator are responsible for the
implementation of and adherence to all compensation program policies at each level of a department.

The compensation administration program is the formal system for classifying positions and compensating
employees of Augusta, Georgia. It is divided into two (2) distinct plans:

1. The compensation plan, which provides a salary structure, and the components of the
compensation plan. Each component will be discussed in detail in this Policy.

2. The classification plan, which is the categorization of job positions, duties and qualifications.

Section 500.103 The Compensation Plan

The Compensation Plan is designed as a fair and equitable method of payment to employees of the
organization. The Plan establishes a basic salary schedule, as recommended by the Administrator and
approved by the Augusta, Georgia Board of Commissioners. The salary structure includes the minimum,
midpoint and maximum rates of pay for all classes of positions included in the Classification Plan. In
addition to the basic salary schedule, the Compensation Plan consists of components, including, but not
limited to, market adjustments, pay for performance, and exceptional circumstance adjustments. The rate
of pay set forth in this Plan does not include allowance for actual travel expense authorized and incurred as
incidental to employment or overtime.

Section 500.104 Components of the Compensation Plan

The compensation for each employee is the product of the salary structure and the components of the
compensation plan that shall be used to adjust employee compensation. Each component of the
compensation plan is subject to funding approval on an annual basis by Augusta, Georgia Board of
Commissioners as part of the budget. These components are discussed in detail in the following sections.

All Rights Reserved – As approved by the Commission on 05-07-2019 62 | P a g e