Agenda - 06-09-2015 - 4 - Laserfiche WebLink

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Attachment A 16 The Pay Plan of Orange County comprises the salary schedule and list of classifications assigned to each salary grade. The Manager is responsible for the administration and maintenance of the Pay Plan and recommends to the Board of County Commissioners such increases, reductions, or amendments to the Pay Plan as is necessary to maintain fairness and adequacy of the Pay Plan. Wage and In-Range Pay A wage increase of 2 percent is recommended for all permanent employees hired on or before June 30, 2015. An in-range adjustment to the current 2014 Salary Schedule is not recommended. It is important to retain the current salary schedule for FY2015-16 to provide a differential between a new hire and an employee at the current minimum salary and to remain competitive with the recommended living wage. An in-wage adjustment does not affect the salary ranges of existing classifications. Performance Award Pay Currently, employees receive performance pay in recognition of exceptional and proficient work performance. At the time of an employee's annual performance review, an employee recognized for exceptional work performance is awarded $1 ,000 and an employee recognized for proficient work performance is awarded $500. Annual Classification and Pay Studies In FY2009-10, the County began a three year study of all County classifications, which ended in FY2011-12, when the County completed a review of the final group of classifications. The following chart reflects the results of the study. Because this study showed Orange County's salaries and salary ranges are competitive with the survey market, it was determined there was no need for further review in FY2013-14, and a comprehensive classification study was not completed in FY2013-14. In FY2013-14 classification reviews were conducted only when a department requested a specific position be evaluated and this process remained the same for FY2014-15. Position Classification and Pay Plan Recommendation Employees are Orange County's most valuable resource and their compensation should be viewed equitably both internally and externally. It is imperative to ensure that salaries are comparable with public sector employers in relevant labor markets. Pay levels for public service employees should be determined under well-understood and objective standards; competitive enough to attract and retain competent personnel and comparable with salaries received by their counterparts in private industry. An organized systematic approach to defining positions, duties and responsibilities, and setting appropriate pay rates for employees, is of critical importance. The goal for