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Pay and Benefits <br /> Study Report <br /> May 19, 2009 <br /> Purpose of Study <br /> The outcomes of the study will allow the County to hire and retain the best employees <br /> Process <br /> •Meetings w/ Department Directors <br /> •Employee Meetings <br /> •Conduct Job Analysis on Current Positions <br /> •Position Questionnaire <br /> •Conduct Wage and Salary Survey <br /> •Conduct Formal Job Analysis on Questionnaire Responses <br /> •Development of Job Description <br /> •Development of Salary Structure <br /> Position Classification Study Recommendation <br /> •Implementation of Archer Salary Structure <br /> •All Employees Brought up to the Minimum Level of the Pay Range <br /> —County Salaries 6-8% Below Market Rate <br /> •Create Process to Move Employees to Mid-Point <br /> •Update Job Descriptions <br /> —Reclassify Identified Positions <br /> Social Justice Analysis <br /> •Purpose <br /> — Examine County's Pay Equity for Gender and Race <br /> •Process <br /> —Review Organizational Gender and Race % at Different Salary Rates Compared to County <br /> Population <br /> •Findings <br /> —County is administering Pay Plan equitably for salary and position level. <br /> Benefits Study <br /> •Purpose <br /> —Determine the overall competitiveness of the County Benefits Plans <br /> •Process <br /> —Reviewed Benefit Plans and Compare with Labor Market <br /> •Findings <br /> —County is Competitive with Other Organizations <br /> —Make Small improvements where possible to maintain competitiveness <br /> Staff Recommendations <br /> •Accept the Archer Position Evaluation System for Job Analysis <br /> •Fund the Identified Reclassification <br />