Approve a Market Adjustment to the City of Southlake Employee Compensation Program Item 9B

City of Southlake Strategy Map The City of Southlake provides municipal services that support the highest quality of life for our residents and businesses. We do this by delivering outstanding value and unrivaled quality in everything that we do. unrivaled quality in everything that we do. Fulfill Our Mission Live Our Core Values PromoteLearning and Growth ProvideFinancialStewardship Serve Our Customers C1 Achieve the highest standards of safety and security C3 Provide attractive and unique spaces for enjoyment of personal interests C4 Attract and keep top-tier businesses to drive a dynamic and sustainable economic environment C2 Provide travel convenience within City and region B6 Optimize use of technology B1 Achieve best- in-class status in all City disciplines B5 Improve performance of delivery and operational processes B4 Provide high quality customer service B2 Collaborate with select partners to implement service solutions F1 Adhere to financial management principles and budget F3 Achieve fiscal wellness standards F4 Establish and maintain effective internal controls F2 Invest to provide and maintain high quality public assets Manage the Business Safety and Security L2 Enhance leadership capabilities to deliver results L3 Attract, develop and retain a skilled workforce L1 Ensure our people understand the strategy and how they contribute to it L4 Recognize and reward high performers C5 Promote opportunities for partnerships and volunteer involvement Deliver on Our Focus Areas Integrity ● Innovation ● Accountability ● Commitment to Excellence ● Teamwork B3 Enhance resident quality of life and business sustainability through tourism L5 Empower informed decision- making at all levels in the organization Infrastructure QualityDevelopment Mobility Performance Management and Service Delivery Partnerships and Volunteerism

Compensation Program Adopted with FY 2007 Budget General Purpose –to attract, retain and motivate employees by offering pay opportunities commensurate with their position’s internal and external value. Overall Philosophy –to establish and administer an equitable program that provides for consistent treatment for all employees.

Maintain a Competitive Edge Attract & Retain Skilled Workforce Fiscally Sound Compensation Program Goals Pay philosophy of 103% of weighted market average of market cities

Employee Compensation History FY 2010: – No pay raises FY 2011: – 1.4% COLA Lump Sum – No pay raises

Market Survey Completed Annually 12 Market Cities / 70 Benchmark Positions Analysis: – Slight movement compared to FY 2011 Survey

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

*Compares Southlake Midpoint to Market City Midpoint MARKET SURVEY

Market Adjustment Recommendation Approve market adjustment July 1, 2011 Adjust pay plans to better align with desired market position Average employee pay increase: 3.9%

Financial Considerations Estimated FY 2011 financial impact: – Funding available in the adopted FY 2011 budget Estimated FY 2012 financial impact:

Staff Recommendation Approval of a market adjustment to the City of Southlake Employee Compensation Program

Questions: Stacey Black