Agenda - 11-03-1997 - 10b - Laserfiche WebLink

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Attachment A-2 1997-98 Approved Area Local Government Pay Plans COLA/Market Employer* Adjustm€nts Performance-Related Additional Notes Carrboro 2.0% for all 2.5% if below midpoint, meets standards in all Increase health insurance dependent employees functions and exceeds in 25% subsidy from 25% to 33%. 7-1-97 2.5% if above midpoint, meet standards in all functions and exceeds in 50% Cary 2.6% Adjustment Depending on location of salary in salary range Salary increase may be granted in to Salary Ranges and performance rating of: combination of base salary&lump sum Only Standard-0-4% depending on place in salary range. Proficient-0-6.5% Salary increases budgeted at 4.1% of Exemplary-0-9% payroll. Lump sum payments budgeted at 1.25%of payroll. In addition, for special significant contribution possible lump sum award up to 5% of salary. Also implementing classification and pay study results budgeted at 2% of payroll. Chapel Hill 2.5% Adjustment If rated as meets or exceeds standards, 3.5% of Outstanding is about 11% of employees to all salary ranges salary range midpoint. If outstanding,4.5% 10-1-97 Changing vacation leave to provide more In addition,all employees with acceptable for employees with 5 and more years of performance rating and at least two years service service. will have salaries raised to 10% above salary range minimum. (This provided additional Increasing longevity pay by$100 to$350 increases for 160 employees.) depending on service. Durham City None If performance is "good"or higher: Departments directed to develop •below market rate, 3% incentive plans to reward employees for •at market rate up to 10% above,2% additional achievements. Department • 10 percent or above market rate, 1% allocation is based on 1% of salary. Durham 3% for all None Proposing pay plan which provides for County employees faster progression to salary range 7-14-97 midpoint. Will consider implementing merit increases in January 1998. Raleigh 3.75% in-range In addition to 3.75% in-range increase: As of April 1996,the performance increase to all If in lower 213 of range: rating distribution was employees rated Standard 2.5%,Above Standard, 3.75%; Outstanding-30% standard or higher Outstanding 5% Above Standard-51% awarded on Standard- 17% employee's If in upper 113 of range: Other-2% anniversary date Standard 0%,Above Standard, 1.25%, Outstanding 2.5% Wake None If"meets expectations" and "below midpoint", Increase amounts are budgeted at an County 2.5% to 5.5% and"above midpoint", 2% to 4%. average of 4% for each employee. If"exceeds expectations"and "below midpoint", Each department has an allocation from 4% to 10% and"above midpoint", 3% to 7%. which increases may be awarded. Increases effective 9-16-97. Orange 2.5% for all If performance is "effective"or higher, 1.25% County employees career growth award. 7-14-97 Lump sum performance award, if highly effective, $400 or 1%, whichever is larger If outstanding, $800 or 2%, whichever is larger * Cary, Chapel Hill, Durham City, Durham County and Wake County also provide a 5%401(k)plan contribution to all employees. Carrboro provides a 3%401(k)contribution to general employees. Raleigh provides general employees up to a 1.75% match in deferred compensation. Orange County provides no employer contribution to 401(k)or deferred compensation for general employees and does provide a 5%401(k)contribution to sworn law enforcement officers,as required by State law. (10-21-97 f:pers\comp\PAYSVI.DOC) 4