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8 <br /> Tara Fikes presented for citizen comments a Community <br /> Development Block Grant Program Amendment for the Rencher Street <br /> Community. Because of the extensive repairs required for one dwelling <br /> unit in the Rencher Street area, it is necessary to temporarily relocate <br /> the occupant during housing rehabilitation. The original Rencher Street <br /> budget does not include a line item for relocation and therefore there <br /> is a need to create a budget for this purpose. <br /> Since there were no citizen comments, motion was made by <br /> Commissioner Hartwell, seconded by Chairman Carey to close the public <br /> hearing. <br /> VOTE: UNANIMOUS <br /> Motion was made by Commissioner Marshall, seconded by <br /> Commissioner Hartwell to authorize submission of the CDBG Program <br /> Amendment for the Rencher Street Community to the N.C. Department of <br /> Economic and Community Development Department and authorize the Chair <br /> to sign the amendment documents on behalf of the Board. <br /> VOTE: UNANIMOUS <br /> IX. REPORTS <br /> A. CLASSIFICATION STUDY - PHASE I REPORT <br /> John Link stated that the purpose of this study was to review <br /> and evaluate all positions to determine the proper position <br /> classification and salary grade and to prepare job specifications for <br /> each class of positions based on current job duties and requirements. <br /> Also, they looked at the salary ranges to be sure they were competitive <br /> within the present labor market. <br /> Personnel Director Elaine Holmes explained that the study is <br /> being carried out in three phases. Phase one includes all County <br /> positions except those in the departments of Health and Social Services. <br /> Phase two includes those positions in the departments of Health and <br /> Social Services and phase three is the pay equity study. Phase one has <br /> been completed. The position classification plan has been developed and <br /> the salary survey of the area labor market as well as the internal <br /> salary relationship has been looked at and the results have been <br /> analyzed. The salary ranges were found to be generally competitive and <br /> the position classification plan was relatively current and as a result <br /> of that the cost to implement the study is estimated to be $35,000 for <br /> the remainder of this fiscal year. No employee's salary will be reduced <br /> by the study. Of the 290 employees there are about 41 employees or 14% <br /> of the salaries that will increase as a result of the study. <br /> Commissioner Halkiotis stated he has had some questions from <br /> employees who fall in the range of 62 to 66. He understands there will <br /> be a review of what has been proposed. He is concerned about those <br /> that increased in grade from 62 to 68 and also those positions in the <br /> Sheriff's office including the position of Major. He questioned the <br /> classification of the two employees in the County Manager's office going <br /> from Administrative Secretaries to Administration Assistants. He will <br /> reserve any further comments until the due process procedure is <br /> followed. <br />