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Position Classification and Pay Plans - continued <br />summary of duties, and FLSA exemption status for the classifications included in each <br />annual review and were asked to provide their comparable classification title, number of <br />positions in the classification, salary range (minimum, midpoint and maximum), average <br />employee salary, and FLSA exemption status. <br />The external survey data was compiled to determine the average salary paid to <br />employees and the average salary range (minimum- midpoint- maximum) for each <br />classification. The external data was then compared to Orange County's average <br />salaries paid to employees and salary ranges for each classification. <br />Overview of the Annual Classification and Pay Studies <br />Conclusions of the Annual Classification and Pay Studies <br />Overall, Orange County's salaries and salary ranges are competitive with the survey <br />market. Additionally, Orange County's attention to the pay of employees in lower grade <br />positions has impacted the limited number of lower grade classifications competing <br />below market averages in terms of actual salary and salary range. <br />Pay Plan Components: Cost of Living Increase and In -Range Salary Increase <br />In addition to comprehensive organizational classification and pay plan studies as well a <br />periodic reviews of individual positions or classifications, as needed, the Board has <br />adopted a pay approach in which the Board determines each year the total amount of <br />Cost of Living Increase and In -Range Salary Increase to be awarded based on cost of <br />living and market factors. The most recent Cost of Living Increase (2.0 %) was <br />approved by the Board, effective July 1, 2012. <br />Well <br />FY 09 -10 <br />FY 10 -11 <br />FY 11 -12 <br />Total <br />Classifications Reviewed <br />96 <br />102 <br />97 <br />295 <br />Employees in Classifications Studied <br />236 <br />309 <br />266 <br />811 <br />Employee Participation Rate <br />70% <br />96% <br />90% <br />External Survey Returned <br />15 <br />11 <br />14 <br />Total of Average Salaries Below Market <br />30 <br />42 <br />15 <br />87 <br />Percentage of Average Salaries Below Market <br />35% <br />48% <br />20% <br />29% <br />Total of Average Salaries Above Market <br />56 <br />45 <br />59 <br />160 <br />Percentage of Average Salaries Above Market <br />65% <br />52% <br />80% <br />54% <br />Total of Minimum Salaries Below Market <br />19 <br />29 <br />13 <br />61 <br />Percentage of Minimum Salaries Below Market <br />20% <br />28% <br />16% <br />21% <br />Total of Maximum Salaries Below Market <br />19 <br />37 <br />17 <br />73 <br />Percentage of Maximum Salaries Below Market <br />20% <br />36% <br />21% <br />25% <br />Conclusions of the Annual Classification and Pay Studies <br />Overall, Orange County's salaries and salary ranges are competitive with the survey <br />market. Additionally, Orange County's attention to the pay of employees in lower grade <br />positions has impacted the limited number of lower grade classifications competing <br />below market averages in terms of actual salary and salary range. <br />Pay Plan Components: Cost of Living Increase and In -Range Salary Increase <br />In addition to comprehensive organizational classification and pay plan studies as well a <br />periodic reviews of individual positions or classifications, as needed, the Board has <br />adopted a pay approach in which the Board determines each year the total amount of <br />Cost of Living Increase and In -Range Salary Increase to be awarded based on cost of <br />living and market factors. The most recent Cost of Living Increase (2.0 %) was <br />approved by the Board, effective July 1, 2012. <br />Well <br />