Compensation

The contemporary concept of performance-based pay in the public sector was first introduced by the City of Greensboro in 1974 and is the oldest public sector performance-based pay program covering all employees in the nation. The City’s concepts and approach to compensation and pay management have been duplicated numerous times by other public agencies at the local, state and federal levels.

The goal of the City's compensation program is to provide a competitive (middle-level) package of salary and benefits to its employees. Benefits offerings are typically based on comparisons to larger Triad area employers. While the majority of City employees originate from within Guilford County and the greater Triad area, other jobs in the City organization have a broader recruitment marketplace. Reasonable salary rates for jobs are based on the specific recruitment marketplace for those jobs -- statewide, regional or national -- with special emphasis given to the larger private and public sector employers within the local geographical area.

The City maintains a competitive salary position through participation in compensation surveys and management of a performance-based salary administration program, wherein the actual salary advancement of an employee is strictly dependent upon his or her performance. Employees are evaluated on a formal basis once or twice a year, depending on the employee’s prior performance and salary relationship to the value of the job. In addition to performance-based salary administration, the City also uses alternative approaches, in concert with performance-based pay, to effectively compensate employees.

The City’s total compensation program is reviewed periodically and is subject to change at any time at the sole discretion of the City of Greensboro.