HomeMy WebLinkAboutRes 1093-1CITY OF MISSION, KANSAS
RESOLUTION NO. _____
A RESOLUTION APPROVING THE RECOMMENDATIONS FOR CHANGES TO THE CITY
OF MISSION’S CLASSIFICATION AND COMPENSATION PLAN AND DIRECTING THE CITY
ADMINISTRATOR TO IMPLEMENT THE SAME EFFECTIVE OCTOBER 1, 2021.
WHEREAS, wages and salaries make up the largest expenditure in any City’s budget,
averaging around 65% of Mission ’s General Fund Budget each year; and,
WHEREAS, a well-constructed, properly administered pay and classification plan helps
attract and retain competent employees and is also a useful tool in ensuring internal and
external pay equity, determining promotions, making transfers, and evaluating performance;
and,
WHEREAS, according to the Society for Human Resource Management (SHRM), a
well-designed compensation philosophy supports the organization/s strategic plan and
initiatives, business goals, competitive outlook, operating objectives, and compensation and
total reward strategies; and,
WHEREAS, Mission’s Classification and Compensation Study was last reviewed and
updated in the fall of 2017; and,
WHEREAS, best practice suggests a review of an organization’s classification and
compensation system be done every 3-5 years, and a review of the plan was conducted in
November 2020 by the Austin Peters Group; and,
WHEREAS, in response to the APG recommendations and other labor market
considerations, staff is proposing a number of changes to the City of Mission’s Classification
and Compensation Plan;
NOW, THEREFORE, be it resolved by the Governing Body of the City of Mission:
Section 1. The following Compensation Philosophy for the City of Mission is
affirmed:
“The City of Mission values all employees and wants to attract, retain, and
develop the brightest employees to fully serve our residents, businesses
and visitors. The Mission community attracts people from throughout the
metropolitan area to work, shop, or attend to other business, and provides
a place where they can enjoy “big city services" in a safe, friendly, small -
town atmosphere. The City’s compensation philosophy is tied to many
factors, including the current and future financial position, the size of the
1093-1
organization, the market competition, and the level of difficulty in finding
and retaining qualified talent.
Therefore, the City of Mission’s adopts a Compensation Philo sophy which
seeks to:
•Implement pay programs and total reward strategies
targeted at the 60 th percentile of the market, which treat
employees in a fair and equitable manner.
•Support the organization’s fiscal needs, business strategy,
competitive outlook, operating objectives, and human
capital needs.
•Position the City as an employer of choice, one who takes
care of its employees and their families.
•Motivate and reward employees to perform at the best of
their competencies, abilities, and skill sets.
•Retain key talent and reward high-performing employees.
•Conduct a regular review of its pay and reward structure,
based on business conditions, competition and ability to
pay.”
Section 2. Adopt the proposed salary structures included as Attachment A and
Attachment B effective September 19, 2021.
Section 3. Authorize the City Administrator to implement the one -time pay
compression adjustments and annual merit increases (for any employee
not eligible for a market adjustment) with the October 1, 2021, payroll to
improve Mission’s competitiveness with the market and assist with
employee retention.
PASSED AND APPROVED BY THE CITY COUNCIL OF THE CITY OF MISSION on this 15th
day of September 2021.
APPROVED BY THE MAYOR on this 15th day of September 2021 .
ATTEST:
______________________________
Audrey McClanahan, City Clerk