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- reduces new funding required in 2004-05 <br />- addresses salary compression <br />- responds to employee concerns and needs <br />- allows the County to return to the normal process of pay plan consideration <br />far 2004-05 <br />Pay Plan Elements <br />- Major elements have included <br />o Cost of living <br />o In-range salary increase <br />o Meritorious service awards <br />- Present status <br />o Approved budgets for 2002-03 and 2003-04 have not included funding <br />for these <br />2004-05 Preliminary Outlook <br />Sufficient funding within Board's parameters to: <br />- Reinstate in-range salary increases at 2.5°~ level to provide for progression <br />in the salary range for employees whose performance is proficient or higher <br />- Reinstate meritorious service awards at previous levels to provide a means <br />for supervisors to recognize top performing employees <br />Needs <br />- maintain the pay plan <br />- provide a means for employees to advance in the pay plan <br />- provide a means for supervisors to recognize top performing employees <br />Next Steps -Pay Plan Elements <br />- provide direction to staff <br />- staff will incorporate this in the budget process for 2004-05 <br />Benefits for Domestic Partners <br />- earlier consideration {Fall 2000 and Spring 2001) <br />- health insurance change <br />- estimated annual cost - $18,000 <br />- possible effective date -January 1, 2005 <br />Housing Wage <br />- background <br />o consideration of minimum housing wage <br />o June 2003 report with options <br />- housing wage reserve fund ($45,000 budgeted this year) <br />- update <br />current housing wage data <br />personnel survey <br />She said that they had an MPA student over the summer that did a survey of all local <br />employees looking for other ideas to address housing affordability issues. A lot of local <br />employees share the same concern about affordability for employees, but there are no <br />specific programs in place. <br />