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~` Department on Aging buses provide courier service between Chapel Hill and Hillsborough. With reference to the telephone system, several options have been reviewed and the automatic dialing seems to appear to be the best option at this time. PERSONNEL 1 Chair Marshall noted that going from the State System and 3.mplementing a County Pay Plan presents some questions about pay equity, comparable worth, etc. She asked for further explanation on flexible benefits and what advantages or disadvantages would be derived from a new pay plan. Beverly Whitehead explained the proposed pay plan for 1987-88. The basic salary schedule would be used as a basis for assigning classes of positions to pay grades and the application of the pay plan to individual employees. The current salary schedule does not provide for an equal percent amount between steps or between grades. The new pay plan reflects local policies and addresses local concerns and issues. She explained that the County has had as a policy to adopt the state salary schedule. When adopting this salary schedule, it is adopting a numerical table -- not the state pay plan. The "zero" hiring rate which appears on the salary schedule has not been used by the State for a year and a half. The County has adopted the schedule but the same pay practices are not in place. The three goals set in developing a new pay plan tailor-made for Orange County were (1) equity and pay practices which provides for an equal percent amount between each step and each grade, (2) ability to attract quality staff, and (3) ability to retain quality staff. The p.r-oposed schedule would accomplish these three goals., The Manager's recommended budget includes reclassifications as a result of significant changes in the job and salary grade provisions based on a market survey. The salaries for clerical personnel and eligibility specialist positions~~~' in Social Services have been addressed with this new pay plan. She reviewed the positions as listed on the personnel detail distributed to._._. the Soard and stated that a strategy for implementation needs to be developed. There are several options for moving an employee from the old schedule to the new schedule. Each option would vary the increase received by an employee -- from 5~ to 8~. At the request of Chair Marshall, Beverly Whitehead explained how the pay plan applies to both Health and Social Services. Commissioner Halkiotis asked that a comparison be done of the salaries for clerical personnel between the County, the Schools and the University. Beverly Whitehead explained there is a different_numberical table for public education with a separate schedule for al~]. other State employees. Commissioner Willhoit suggested using a percentage range for moving into the new pay plan with a one step increase to reflect the reclassifi- cation. Discussion ensued and although the Board agreed generally to go with the new pay plan, it was decided to wait on the results of the comparison that Commissioner Halkiotis requested between the salaries of the clerical employees before taking definite action. Commissioner Willhoit suggested and the Board agreed to direct the manager and the staff to bring back to the Board a proposal which would provide a way to move to the new salary schedule with the transition from the old to the new being the step that is nearest to five percent and to indicate a range that will accomplish this transition. FLEXIBLE BENEFIT PLAN __~ Discussion was postponed to a later date. Shirley E. Marshall, Chair Beverly A. Blythe, Clerk