Minutes 06-09-2015 - Laserfiche WebLink

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contributions up to $63.00 semi-monthly (for a maximum annual County contribution of $1,512) for all general (non-sworn law enforcement officer) employees. • Continue the mandated Law Enforcement Officer contribution of 5 percent of salary; and continue the County's contribution to the Local Governmental Employees' Retirement System (LGERS) for all permanent employees. • Eliminate the six-month hiring delay • Salary Savings Appropriation- $750,000 • Continue the voluntary furlough program (anticipated savings of$18,000 for FY2015- 16) • Continue the living wage rate at $12.76 per hour. 0 2015 Federal Poverty Guideline - $11.66 per hour for a family of four o Currently 9.43% above the 2015 Federal Poverty Guideline o Recommend BOCC adopting a standard of annually adjusting the living wage by a defined percentage above the Federal Guideline for a family of four • Other jurisdictions apply 7.5% above Federal Guideline • $12.53 in 2015 • City of Durham, Durham County, Town of Chapel Hill, Town of Carrboro Position Classification Recommendation Manager's Initiative Add capacity to develop and implement a sustainable classification and compensation plan and workforce development plan. ■ Full Time Assistant HR Director ■ $25,000 for analytic tools ■ The goal for FY2015-16 • to evaluate compensation policies/programs including pay structures, performance based pay, internal and external equity and benefit programs • to develop a compensation system that is sustainable, affordable and equitable and focuses on identified and prioritized needs for review and adoption for implementation in FY2016-17 • to develop, implement and evaluate recruitment, hiring, orientation, succession planning, retention and organizational exit programs necessary to ensure a workforce's ability to achieve Orange County's organizational goals and objectives. Manager recommendation Reduction in Force ■ The Manager recommends that a reduction in force is necessary resulting in the deletion of a position and recommends the Board grant the Manager the authority to develop a reduction plan as per Section 28-91 of the Code of County Ordinances. o The County Manager has reorganized the manager's office to include the deletion of Assistant County Manager (ACM) positions and/or functions. Bonnie Hammersley said the current work plan performance review system will be evaluated and amended as necessary to make it more of a merit based system. Commissioner Rich said she is not as comfortable with merit based increases as opposed to a simple wage increase. She said one can build on top of wage increases but not merit increases. She said she looks forward to discussing this further at a later date. Commissioner Dorosin asked if the position within the Manager's office that has been removed is vacant or if the employee was laid off.