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COMMISSION POLICY <br />Section:Category: <br />GovernanceDelegation to Management Policies <br />Policy Reference:Policy Title: <br />Organization, Staffing, and <br />G.4g <br />Compensation <br />PURPOSE: <br />With this policy, the Commission sets forth the responsibilities of the General Manager with <br />respect to the ERMU organization structure, staffing levels and position-based compensation <br />practice. <br />POLICY: <br />The Commission expects the General Manager to continuously evaluate the human resource <br />needs of ERMU and to advise the Commission regarding the organization structure, staffing <br />levels, position-based compensation practice, and use of contracted services that will best achieve <br />the organizational results set forth in the Goals and Results Policy, the Strategic Plan, and the <br />Annual Business Plan/Budget. <br />Wage &Benefits Committee, the General Manager will keep the Committee fully informed and <br />man resource <br />needs. <br />1. Presenting to the Wage &Benefits Committee, at least annually and in conjunction with the <br />the Annual Business Plan/Budget, an Organization and <br />Staffing Plan detailing overall staffing levels and organizational structure. <br />2. Presenting to the Wage &Benefits Committee, at least annually and in conjunction with the <br />Employee <br />Compensation and Benefits Plan. The Employee Compensation and Benefits Plan shall set <br />forth market-competitive compensation ranges and benefits for each authorized permanent <br />position in the ERMU organization. Included in the Employee Compensation and Benefits <br />Pla <br />recommendation of Cost Of Living Adjustment (COLA). <br />______________________________________________________________________________ <br />Page 1of 2 <br />214 <br />