2017 Executive Compensation

Metro Non-Represented Compensation Program

Metro’s non-represented compensation program is designed to attract and retain qualified employees whose experience, knowledge and skills are valued and rewarded through an effective compensation program in order to support the vision, mission, core values and strategic goals of the organization.

Metro’s Board of Directors’ Position Authorization and Compensation Policy ensures that the non-represented compensation program is equitable, competitive, in alignment with the organization’s strategic plan, flexible to adapt to a changing work environment, affordable and in compliance with all federal and state employment laws. The Board’s policy provides a higher level of control and oversight over non-represented employee compensation. The policy requires that the Board of Directors approve the following on an annual basis:

• the budgeted number of positions;
• the total budgeted salaries and benefits for each union/non-contract group; and
• the non-represented salary schedule, including inflationary increases.

In fiscal year 2017, non-represented staff received Performance based increases ranging from 1% to 4%. Additionally, the Board of Directors approves on an on-going basis:

• any increases to the number of positions that exceed budgeted authority;
• any salary over the maximum of the established pay grade or any special benefits.

Executive Compensation