Res 2023-190R approving a City Employee Compensation Philosophy

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COMPENSATION PHILOSOPHY The City of San Marcos is committed to attracting, engaging, and rewarding a diverse and multi- generational workforce. By offering career progression opportunities and a total rewards package including competitive compensation and benefits and a purposeful work life, the City will regularly survey the market to ensure we are an employer of excellence focused on serving our community and accomplishing our core values of Integrity, Teamwork, Professionalism, Customer Experience, and Innovation. Total Rewards Package: We are committed to providing a comprehensive rewards package that reflects the contributions, dedication, and hard work of our employees. We aim to inspire and motivate our employees by aligning rewards with individual and organizational success.We provide means and rewards for employees to move through the compensation plans and/or promote based on experience, achievement, and top merit performance through demonstration of the core values. Competitive Compensation: To attract and retain top talent we maintain a base compensation structure that is financially sustainable and strives to be competitive with median market (peer area municipalities and area public and private organizations) pay as incorporated into the City's compensation and classification plan. Comprehensive Benefits: We believe in supporting the holistic well-being of our employees. Our benefits plans are designed to provide comprehensive coverage. We offer both short-term and long-term benefits to ensure employees' well-being and development, as well as other financial benefits to promote long-term financial security and stability. Purposeful Work-Life Balance: We recognize the importance of achieving a healthy balance between work and personal life.We promote a culture that values work-life balance and fosters an environment where employees can thrive professionally and personally. Outside Market Review: The City will conduct a market pay, benefits,and cost-of-living/inflation review every two to three years to ensure the City retains an overall competitive position. Any adjustments to the City's overall compensation, benefits and work-life balance plans will be a part of the budgeting process and incorporated into the City's proposed budget for personnel costs.