Minutes - 20020318 - Laserfiche WebLink

Browse Search

3 2. CLASSIFICATION AND PAY STUDY UPDATE During the 2001-2002 budget process, the Board of Commissioners authorized funding for a Classification and Pay Study of the 744 County positions and approved a contract with Condrey and Associates to conduct the study. The study plan provides for the results to be ready for the Board's consideration as part of the budget process for 2002-03. Tonight, Dr. Steve Condrey will update the Board on the study to date and discuss the preliminary findings, recommendations and general cost estimates. After this report, Personnel Director Elaine Holmes will discuss possible scenarios on phase in of the study and associated costs. Dr. Cordrey made a PowerPoint presentation. He said that the main purpose of this study was to ensure that Orange County maintains a competitive, equitable classification and pay system. This would include reviewing the classification of each position, reassessing internal salary relationships and establishing or re-establishing the County's position in the labor market in relation to other employers. He summarized the process he followed and the status of each step. After tonight, the study results and class descriptions will be reviewed with departments and employees and in May the final Classification and Pay Study results will be presented to the County Commissioners. He noted that it has been 12 years since the County did a pay study. Dr. Cordrey presented the proposed salary scale which has 37 grades, 5% between each grade and 20 steps which are 2-1/2% apart. He explained how the implementation would work. He said that it is a nice balance to show the employees that you appreciate their service and also appreciate them being good stewards of the taxpayers money. Elaine Holmes will be presenting some phased in options showing that the pay plan can be phased in 2 or 2-1/2 years. Dr. Condrey said that this pay plan accomplishes the goals set by the Board of Commissioners as stated below: ❖ Equitable salary relationships ❖ More competitive in the labor market ❖ Improves entry-level rates ❖ A capital investment in the County's workforce Personnel Director Elaine Holmes presented some scenarios for a phased implementation. She said that the County staff recognizes the costs involved and looked at possible ways of phasing in the cost over three years. The plan provides for Classification and Pay implementation funding in lieu of COLA and In-Range Salary increases for 2002-03 and 2003-04. In the first year, the plan implementation would be delayed until January 6, 2003 to diminish first year fiscal impact. This would achieve full implementation by October 2003. The costs to fully implement the Classification and Pay Study effective July 1, 2002 would be $2,510,000. This would be $980,000 for classification and step changes and $1,530,000 for equity increases based on service as of July 1, 2002. Elaine Holmes presented a chart which showed the annual cost if the plan was phased in over three years. The costs for 2002-03 would be $928,000. The costs for 2003-04 would be $1,465,000 and for 2004-05, $475,000. In answer to a question from Commissioner Brown Dr. Condrey said that the job titles reflect what the person is doing. Elaine Holmes said that there is some realignment of positions because duties have changed over the years. All County positions have been included in the study. Commissioner Brown asked if the living wage was considered and Elaine Holmes said that she would not have the figures to upgrade the living wage which is now$9.11 until next month. Regarding the housing wage, the salary required for rent in the Raleigh-Durham Chapel Hill area would be $31,800. She will provide this data at a later time. Commissioner Brown asked for information on what the study has done in each department and also below/above $50,000. In answer to a question from Commissioner Halkiotis, Elaine Holmes said that grade 6 would be the first one they would use which is close to the lowest salary paid at the present time. The minimum we pay our employees right now is $10.25 per hour. Commissioner Halkiotis said that the problem with the other scale was that the yearly adjustments were so small, amounting to maybe $17.00 a week. He feels this is a much stronger salary scale.