PART I:  RANGE COMPARISON: TOWN TO MARKET

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Accounting Manager	40	51,661	54,825	64,455	61,001	43

 

 

 

 

 

Survey data indicates:

·        The Town range for this job is below the average market range midpoint for both the 50th and the 75th percentiles.

 

·        Once Town ranges are increased by 2%, a grade change of 3 grades still is required to align this job somewhat close to the market at the 75^th percentile.

 

·        Our recommendation is to move this job from grade 40 to grade 43.

 

·        Levels of other related Town jobs prevent our recommending anything higher at this time.

 

·        This recommendation requires no additional funding.

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Accountant	35	40,478	40,478	47,946	47,794	38

 

 

 

 

Survey data indicates:

·        The Town Range midpoint for this job is identical to the average market range midpoint at the 50^th percentile.

 

·         It is below the average market midpoint at the 75^th percentile.

 

·        Once Town ranges are increased by 2%, a grade change of 3 grades still is required to align this job with the market at the 75^th percentile.

 

·        Our recommendation is to move this job from grade 35 to grade 38.

 

·        This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th%ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Network & Tele- communications Analyst	41	54,245	58,997	59,987	61,001	43

 

 

 

 

 

 

Survey data indicates:

·        The Town range midpoint of this job is below the average market range midpoint at both the 50^th and the 75^th percentiles. 

 

·        Once Town ranges are adjusted by 2%, a change of 2 grades still is required to align this job with the market at the 75^th percentile.

 

·        Our recommendation is to move this job from grade 41 to grade 43.

 

·        This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Human Resources Specialist	33	36,715	37,954	42,020	41,287	35

 

 

Survey data indicates:

 

• The Town range midpoint for this job is close to the average market range midpoint at the 50^th  percentile

 

•  It is below the average market midpoint at the 75^th percentile.

 

• Once Town ranges are increased by 2%, a grade change of 2 grades still is required to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 33 to grade 35.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Building Inspector-Sr.	35	40,478	43,359	45,635	45,519	37

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market range midpoint for both the 50^th percentile and the 75^th percentile.

 

• Once the Town ranges are adjusted by 2%, a grade change of 2 grades still is required to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 35 to grade 37.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Fire Equipment Operator	34	38,550	43,091	43,441	41,287	35

 

 

Survey data indicates:

 

• The Town range midpoint of this job is below the average market midpoint at both the 50^th and the 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 1 grade is required to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 34 to grade 35.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Police Lieutenant	40	51,661	54,737	56,410	55,329	41

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and the 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 1 grade still is needed to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job 1 grade from grade 40 to grade 41.

 

• This recommendation requires no additional funding.

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Police Officer I	32	34,966	38,743	39,807	39,321	34

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and the 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 2 grades still is needed to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 32 to grade 34.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Police Officer II	33	36,715	41,008	41,500	41,287	35

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and the 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 2 grades still is needed to align this job with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 33 to grade 35.

 

• This recommendation requires no additional funding.

 

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Police Officer III	34	38,550	Not surveyed	Not surveyed	43,351	36

 

 

·        This job was not surveyed.  The grade changes recommended are to maintain internal equity in the police department.

 

·        Our recommendation is to move this job from grade 34 to grade 36.

 

·         This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Police Officer IV	35	40,478	Not surveyed	Not surveyed	45,519	37

 

 

 

• This job was not surveyed.  The grade changes recommended are to maintain internal equity in the police department.

 

• Our recommendation is to move this job from grade 35 to grade 37.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Landscape Operations Supt	40	51,661	54,012	55,974	61,001	43

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 3 grades still is needed to align with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 40 to grade 43.

 

• Recruitment for this job has been lengthy and unsuccessful.  Internal comparisons to similar positions in Public Works are the basis for the recommendation as shown.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Solid Waste Services Supt	40	51,661	63,835	68,117	61,001	43

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 3 grades still is needed to align with the market at the 75^th percentile

 

• Our recommendation is to move this job from grade 40 to grade 43.

 

• This recommendation includes balancing market data with internal comparisons within Public Works.

 

• This recommendation requires no additional funding.

 

 

RANGE COMPARISON: TOWN TO MARKET

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint	Recommended New Grade
Internal Services Supt	41	54,245	72,528	77,363	64,050	44

 

 

Survey data indicates:

 

• The Town range midpoint is below the average market midpoint at both the 50^th and 75^th percentiles.

 

• Once Town ranges are increased by 2%, a grade change of 3 grades still is needed to align with the market at the 75^th percentile.

 

• Our recommendation is to move this job from grade 41 to grade 44.

 

• This recommendation includes balancing market data with internal comparisons within Public Works.  These positions will be included in the next survey as well.

 

• This recommendation requires no additional funding.

 

JOBS SURVEYED WHERE NO PAY RANGE CHANGE IS RECOMMENDED

 

The jobs listed below were included in the survey. The data shown indicates that in these cases, if the 2% Town-wide pay range change proposed is approved, the new pay range will be sufficient to maintain these jobs at a competitive level during the 2003-2004 Fiscal Year.

 

Therefore, no change is recommended for any of these job classes. The result of moving all Town ranges by 2% is shown in the last column to the right. This adjustment should provide a continuing competitive position for these jobs with the market during the coming fiscal year.

 

Title	Current Grade	Current Range Midpoint	50th %ile Midpoint Survey	75th %ile Midpoint Survey	Recommended New Range Midpoint
Solid Waste Collector	26	26,092	24,279	25,327	26,613
Secretary/Receptionist	28	28,767	26,044	28,298	29,342
Library Assistant I	28	28,767	26,323	27,437	29,342
CW III-Truck Driver	28	28,767	25,840	26,352	29,342
Accounting Technician	29	30,204	28,429	33,764	30,809
Solid Waste Equip. Op II	29	30,204	23,788	27,997	30,809
Bus Driver (Transit Operator II)	29	30,204	25,598	25,598	30,809
Senior Heavy Equipment Op	30	31,715	29,201	31,041	32,349
Maintenance Mechanic II	31	33,301	29,197	32,721	33,967
Mechanic II	32	34,966	34,325	34,957	35,665
Executive Assistant	33	36,715	32,066	35,270	37,448
Recreation Specialist II	33	36,715	32,794	37,416	37,448
Crisis Counselor	38	46,860	39,386	49,414	47,794
Fire Captain	38	46,860	49,588	49,747	47,794
Network Administrator	39	49,201	42,431	49,362	50,184
Help Desk Administrator	39	49,201	37,414	49,684	50,184
Principal Planner	39	49,201	49,831	49,684	50,185
Administrative Analyst	40	51,661	45,182	49,684	52,693
Senior Engineer	43	59,804	59,006	60,309	61,001