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Position Classification and Pay Plans
<br />Background
<br />The Pay Plan of Orange County comprises the salary schedule and list of classifications
<br />assigned to each salary grade. The Manager is responsible for the administration and
<br />maintenance of the Pay Plan and recommends to the Board of County Commissioners
<br />such increases, reductions, or amendments to the Pay Plan as is necessary to maintain
<br />fairness and adequacy of the Pay Plan.
<br />Annual Classification and Pay Studies
<br />With these goals in mind, in May 2009, the Human Resources Department initiated an
<br />annual review of one -third of the County's classifications. The third year of annual
<br />review was completed in FY 2011 -12. The annual reviews enabled the County to
<br />ensure its classifications accurately reflected the work being performed by County
<br />employees. Additional benefits from the annual studies included:
<br />• Increased employee morale, as employees knew there was a process in place to
<br />review their job on a regular basis,
<br />• Decreased cost, as the County did not need to contract outside services to
<br />conduct countywide studies, and
<br />• Reduced the number of changes necessary in any given year because
<br />incremental changes were made each year.
<br />The County reviewed all of its classifications by using the occupational groupings shown
<br />below. The occupational groupings sort classifications based on position
<br />responsibilities and field of work and typically include career ladders for advancement.
<br />The three groups and the fiscal year studied are listed below.
<br />Process for Reviewing External Salary Data
<br />The Human Resources Department requested salary information from 18 jurisdictions
<br />including the Counties of Alamance, Chatham, Durham, Forsyth, Guilford, Iredell,
<br />Johnston, Person, Randolph, Rowan, Union and Wake; and the Towns of Carrboro,
<br />Cary, Chapel Hill, Hillsborough and Raleigh.
<br />These jurisdictions were chosen based on the geographical proximity of the County or
<br />Town to Orange County and /or other characteristics similar to Orange County, including
<br />budget size and population. Each jurisdiction received a list of the classification titles,
<br />ft l&]
<br />• Clerical, Administrative, and Related
<br />Group One
<br />FY 09 -10
<br />e Labor, Trades, Labor Supervision and Related
<br />• Parks, Recreation, Leisure Services, Library and Related
<br />• Finance, Data Processing, Tax and Related
<br />Group Two
<br />FY 10 -11
<br />e Planning, Inspections, Economic Development and Related
<br />Public Safety and Related
<br />Group Three
<br />FY 11 -12
<br />Social Services, Aging, Child Support and Related
<br />• Public Health and Related
<br />Process for Reviewing External Salary Data
<br />The Human Resources Department requested salary information from 18 jurisdictions
<br />including the Counties of Alamance, Chatham, Durham, Forsyth, Guilford, Iredell,
<br />Johnston, Person, Randolph, Rowan, Union and Wake; and the Towns of Carrboro,
<br />Cary, Chapel Hill, Hillsborough and Raleigh.
<br />These jurisdictions were chosen based on the geographical proximity of the County or
<br />Town to Orange County and /or other characteristics similar to Orange County, including
<br />budget size and population. Each jurisdiction received a list of the classification titles,
<br />ft l&]
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