The RFQs ask three times for a straightforward maintenance system: annual activities, a process for reviewing individual jobs, a market survey each year, starting-pay guidance, and electronic tools. This page shows what that looks like in practice.
| When | Activity | Who | Product |
|---|---|---|---|
| February | Market check of benchmark classes from published peer plans | HR | One-page market position report |
| March | Turnover and vacancy review; any class with long vacancies or repeated exits gets a closer look | HR, department heads | Watch list |
| April | Structure adjustment recommendation for the coming budget (move ranges by the market change, within a range the Council sets) | HR, Finance | Budget request |
| Any time | Position review on request: questionnaire, factor rating, decision record | Supervisor, HR | Classification decision memo |
| New position | Rate with the factor guide, slot into the hierarchy, write the description, set FLSA status | HR | New class specification |
| Every three to five years | Full survey of the peer list | HR or consultant | Updated structure |
A promotion moves the employee to the new range at the greater of a set percentage increase or the new minimum; a demotion places the employee in the lower range at a rule-based point without a cut below its maximum unless the demotion is disciplinary. Each rule ships with worked examples from the City's own classes.
The classification plan, factor guide and ratings, salary structure, placement and cost models in Excel with formulas intact; job descriptions in Word; the communication templates and the training guide. Nothing needs HSG software to open or run.