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32 <br /> having a critical labor market shortage according to market salary <br /> data and recruitment data. <br /> u Retention <br /> To retain a critical employee who has received a job offer with a <br /> similar level of responsibility and a higher level of compensation <br /> outside the County. <br /> 20.3 Eligible Employees <br /> A full-time permanent or part-time permanent employee with proficient <br /> or higher work performance <br /> 20.4 Equity/Retention Increase Amount <br /> The salary adjustment amount may not exceed a 10 percent increase <br /> within the fiscal year and is subject to the availability of funding. <br /> No employee may receive an adjustment that results in the employee's <br /> salary being above the maximum of the current salary range. <br /> 20.5 Review and Approval Process <br /> Any Equity/Retention Adjustment requires the Manager's advance <br /> written approval. <br /> The department head submits a recommendation for any equity/retention <br /> adjustment including documentation of the specific circumstances <br /> warranting the request and supporting data to the Personnel Director. <br /> The Personnel Department organizes and administers the process for <br /> department submission of any equity/retention adjustment <br /> recommendation,including working with department heads to identify <br /> priority needs. Personnel also consults with departments and provides <br /> guidance on the use of this process. <br /> Once received,Personnel evaluates the equity/retention adjustment <br /> recommendation including analysis of relevant factors such as education, <br /> skill,work experience, past work performance and past salary history of <br /> the individual recommended and comparators involved and provides this <br /> information to the Manager. <br /> Among other things,Personnel assures the employee possesses the <br /> relevant education and experience commensurate with the requested <br /> salary increase and that no salary adjustment will create a salary inequity <br /> (10 percent or more differential)with another similarly situated <br /> employee. In considering the recommended increase amount,Personnel <br /> may take account of previous, recent, or pending salary increases <br /> (promotions,in-range increases,COLA). <br /> H:\e\art5equi.doc <br /> June 16,,1999 <br />