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History of Pay Plan <br /> FY 04-05 through FY 07-08 <br /> Pay Element 2004-2005 2005-2006 2006-2007 2007-2008 <br /> COLA 2% Effective None 4% 3% <br /> 10/11/04 <br /> In-Range None 4% None 1-2% <br /> Increases <br /> Meritorious Discontinued <br /> Service Awards with <br /> implementation <br /> of previous <br /> classification and <br /> pay study. <br /> Status of Current Classification, Pay and Benefits Study <br /> ▪The Archer Company was approved 10/2007 to begin study <br /> E Questionnaires completed <br /> E Job Description DRAFTS returned to employees for editing <br /> MOnce all DRAFTS edited and returned to Archer, desk audits for positions of"concern" <br /> commence <br /> mIndividual positions and general classes will be analyzed, titles confirmed, and internal equity <br /> determined, with respect to gender and minority status <br /> mExternal survey comparison for internal and labor market comparability <br /> E Development of a valid and reliable pay plan which includes career ladders <br /> mPresentation of recommendations and a Final Report by The Archer Company <br /> Budget Considerations for <br /> FY 08-09 Pay Plan <br /> MCost of each 1% COLA effective July 1, 2008 is approximately $400,000 <br /> MCost of In-Range Salary Increase (2% for exceptional and 1% for proficient) effective with <br /> employees' anniversary date is approximately $220,000 <br /> MCost of each additional 1% In-Range Salary Increase is approximately $190,000 <br /> History of Benefits <br /> ▪Health Insurance Plan <br /> —Implemented $250 deductible —January 2006 <br /> —Increased office visit co-pays—January 2008 <br /> $10/$20 to $15/$30 (primary/specialist) <br /> M401(k) Plan <br /> —Increased County contribution from $20.00 per pay period to $25.00 per pay period — <br /> July 2005 <br /> —Increased County contribution from $25.00 per pay period to $27.50 per pay period — <br /> July 2007 <br />