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❑ To provide greater incentive to employees to pursue <br />promotion. A promotion requires the employee assume more <br />difficult and demanding duties. Often this involves <br />substantial additional work time and effort. The current <br />salary policy has resulted in some employee decisions not to <br />pursue promotion. <br />❑ To promote retention of the existing workforce by providing <br />greater advancement opportunity. <br />❑ To provide greater flexibility for department management in <br />maintaining internal equity and granting salary increases <br />commensurate with individual qualifications. <br />❑ To provide consistency between the salary recognition <br />granted for assumption of greater responsibility in the <br />employee's own position as for moving to another position. <br />❑ To provide greater equity between the salary an internal <br />candidate might receive for promoting to a position in <br />comparison to the salary of a candidate being hired from <br />outside the County. <br />Other Area Employers <br />Personnel surveyed 12 area governmental employers as to their <br />promotion pay handling policy. Attachment 2 shows the survey <br />results. Of the 12 employers surveyed as to promotion: <br />❑ 10 provided for at least a five percent salary increase and <br />two provided for at least 2.5 percent. <br />❑ Nine provided fora salary increase greater than five percent <br />or the new minimum and seven provided the latitude for <br />increases greater than 10 percent. <br />As to reclassification, seven of the employers surveyed provide <br />the same pay handling as for promotion. <br />The draft Personnel Ordinance revision is modeled most closely <br />after the State government and University at North Carolina at <br />Chapel Hill policies. These policies provide the latitude to take <br />account of qualifications, equity and labor market. <br />Estimated Costs <br />During fiscal year 1997 -98 fiscal year, 28 employees received <br />promotions and six filled positions were reclassified to higher <br />salary grades. Using those as a basis to estimate the cost of the <br />