The Woodlands Township Board of Directors approved The Woodlands Township Pay Structure in October 2009 as part of the transition between the Community Associations and The Township. The Board has approved the Pay Structure whenever new positions have been added or positions have changed grades. The current Pay Structure was approved in December 2018.
Public Sector Personnel Consultants conducted a comprehensive Compensation and Classification Study in 2019 which was approved by the Board of Directors in August 2019. As part of this study, all positions were reviewed using a Position Analysis Questionnaire and placed into the Township Pay Structure based on comparative market data. This method of position and market analysis will be used in future years to place positions within the Pay Structure.
During the budget process for 2020, three positions were approved that do not currently exist in the Township Pay Structure. These positions were reviewed by Public Sector Personnel Consultants and are recommended for placement into the following Pay Grades:
||Proposed Pay Grade
|Human Resources Generalist
The proposed salary for these positions was included in the 2020 Budget which was adopted by the Board. The Township Pay Structure is attached for your review and approval.
Ride-up Pay and/or Temporary Duty Pay is provided to employees when asked to take on the duties/functions of a higher-level position. Ride-up Pay has not been previously extended to Dispatchers; however, the Fire Department has proposed making Ride-up Pay available when a Senior Dispatcher takes on the role of a Shift Supervisor position. Due to time off and other vacancies, having an individual designated and compensated for taking on the Shift Supervisor position would be ideal. Staff proposes Dispatch Ride Up Pay equal to 5% + the employee’s hourly rate. Dispatch Ride Up Pay is projected to cost $2,500 per year. The Firefighter and Dispatch Pay Structures are attached for your review and approval.
During the 2020 budget process, the Board approved annual employee wage increases (2.25%) and continuation of an incentive pool for exemplary performance. It has been customary for the Board to affirm their approval of these wage increases in conjunction with the approval of the Township, Firefighter and Dispatch pay structures.