BLUF: I'm looking for a resource or a strategy on how to fairly compensate an hourly direct vs his salaried supervisor.
I have been tasked with reviewing the compensation of our local government staff. We do this about every 3-4 years - comparing to other local governments, private sector and provincial government employees. From this, wage ranges are set & employees are awarded raises based on performance. There is a cost-of-living adjustment done annually as well.
Here's the situation: I have an hourly direct who ends up earning a higher annual income than his salaried supervisor. Both employees are very long-term, both highly skilled though the direct is only 2 years into this position. The supervisor has +25 years experience in the position.
The DR is allowed to earn overtime pay, the Supervisor is not. The DR's work schedule shows him working more hours but in truth, the salaried employee puts in far more time.
Ideally, the Supervisor should be earning much more, as much as 20% more. Other than the obvious strategy of increasing his wage by 20% (which you can imagine, in government, is not going to easily happen), what can be done?
Can someone point me towards compensation strategies - I've been looking at banding, but got a thumbs-down from the boss so far. I need a few more ideas!