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7 <br /> 1 Work Session Purpose <br /> 2 To consider and provide direction on pay and benefits for employees and retirees for FY <br /> 3 2013-14 <br /> 4 <br /> 5 Key Pay and Benefits Plan Recommendations <br /> 6 0 A COLA of 2% for permanent employees <br /> 7 0 An Employee Performance Award of$500 or $1,000 <br /> 8 0 Funding for a health insurance increase of up to 8% <br /> 9 0 Maintain the living wage at $10.97 per hour <br /> 10 0 Extend the six-month hiring freeze and the voluntary furlough program <br /> 11 0 Continue the annual $715 County contribution to non-law enforcement <br /> 12 employees' supplemental retirement accounts, the mandated Law <br /> 13 Enforcement Officer 401(k) contribution of 5% of salary <br /> 14 0 Implement a County supplemental retirement contribution match of up to <br /> 15 $1,200 annually for all employees <br /> 16 0 Address increased costs for retiree health benefits <br /> 17 <br /> 18 Past Actions: FY 2012-13 Pay and Benefits Plan <br /> 19 0 A COLA of 2.0% for permanent employees <br /> 20 0 An Employee Performance Award of$500 or $1,000 <br /> 21 0 Funding for a health insurance increase of up to 23.0% <br /> 22 0 Increasing the living wage to $10.97 per hour <br /> 23 0 Implementing recommendations of the FY 2011-12 internal Classification <br /> 24 and Pay Study <br /> 25 0 Extending the six-month hiring freeze and the voluntary furlough program <br /> 26 0 Continuing the $27.50 per pay period County contribution to non-law <br /> 27 enforcement employees' supplemental retirement accounts and the <br /> 28 mandated Law Enforcement Officer 401(k) contribution of 5.0% of salary <br /> 29 0 Addressing increased costs for retiree health benefits <br /> 30 <br /> 31 Position Classification and Pay Plans <br /> 32 The Manager recommends: <br /> 33 • A Cost of Living Increase (COLA) of 2.0% for all permanent employees hired <br /> 34 on or before June 30, 2013, effective July 1, 2013 <br /> 35 • An increase to the salary range maximums by 2.5% to allow those <br /> 36 employees at or exceeding the range to receive the 2.0% COLA <br /> 37 • An employee performance award of$500 for proficient performance and <br /> 38 $1,000 for exceptional performance, effective with permanent employees' <br /> 39 annual performance review dates from July 1, 2013 to June 30, 2014 <br /> 40 • Individual positions and classifications are reviewed as needed <br /> 41 • County salary schedule is competitive with the market <br /> 42 • Salary compression is a concern <br /> 43 <br /> 44 County Contribution to Retirement Benefits <br /> 45 The Manager recommends: <br /> 46 • Continuing the 5.0% contribution employer contribution to the Local <br /> 47 Government Employees' Retirement System 401(k) program for sworn law <br /> 48 enforcement officers <br /> 49 • Maintaining the $715 annual County minimum contribution and matching <br /> 50 employees' contributions up to an additional $1,200 annually for all <br /> 51 employees <br /> 52 . Fifty-four of the 100 counties contribute to the NC Supplemental Retirement <br /> 53 Plans through Prudential <br /> 54 • McDowell and Orange contribute a flat dollar amount <br />