Orange County NC Website
Browse       Search
17 <br /> FY2015-16 is to evaluate compensation policies/programs including pay structures, <br /> performance based pay, internal and external equity and benefit programs and to <br /> develop a compensation system that is sustainable, affordable and equitable and <br /> focuses on identified and prioritized needs for review and adoption for implementation in <br /> FY2016-17. The following are major steps in this process: <br /> • Conduct job analyses to create and/or update job descriptions and identify job <br /> competencies as essential criteria for hiring, retaining and promoting County <br /> employees. <br /> • Ensure that positions are appropriately classified and graded and that employees <br /> are compensated accordingly. <br /> • Develop, implement and evaluate recruitment, hiring, orientation, succession <br /> planning, retention and organizational exit programs necessary to ensure a <br /> workforce's ability to achieve Orange County's organizational goals and <br /> objectives. <br /> • Conduct review of the performance evaluation system and establish the criteria <br /> for a system that is best suited for Orange County managers and employees. <br /> Reduction in Force <br /> There was a need to reorganize an organizational unit resulting in the loss of one <br /> (1) or more permanent positions. The Manager recommends that the Orange <br /> County Board of Commissioners declare that a reduction in force is necessary <br /> that will result in the deletion of one position. <br /> Manager Recommendations <br /> The Manager recommends the Board approve a 2 percent wage increase for <br /> permanent employees hired on or before June 30, 2015, effective July 1, 2015, and no <br /> wage adjustment to the current 2014 Salary Schedule. <br /> The Manager recommends continuing the Employee Performance Awards of $500 for <br /> proficient performance or $1,000 for exceptional performance, effective with WPPR <br /> review dates from July 1, 2015 to June 30, 2016. The FY2015-16 projected budgetary <br /> wage increase is approximately$1.6 million. <br /> The Manager recommends that a thorough classification and compensation pay study is <br /> conducted by the Human Resources Department for review and consideration of the <br /> BOCC for implementation in the FY2016-17 budget. <br />