Agenda - 10-23-2007-4o - Laserfiche WebLink

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s during the course of the study, and in the final recommended classification and pay result for these positions. 3. Desk Audits/Interviews. The consultant will conduct desk audits/interviews with representative employees in each class and supervisors to review, clarify, and understand duties and responsibilities. In order to assure good information gathering, a smooth process, and acceptance by employees, a high percentage of interviews is expected (at least 50 percent, and preferably more). If there are several positions assigned to a class, the consultant may choose to conduct a group interview or interview a representative number of employees. However, at least one interview will be conducted for each recommended class of positions. The consultant will conduct a conference with each department head to review and verify information presented on the position description questionnaires and in the interviews and to receive the department head's iriput on any position classification and pay issues in that department. Timeframe: Interviews may begin in December and are to be completed by early to mid- February 2008. 4. Classification Recommendations and Class specifications. Following the review and field audit of existing positions, the consultant will identify class groupings and tentative allocations and review these with Personnel. The consultant then will draft class specifications for any recommended new classes and will update existing class specifications for any classes where the information on the existing class specification has changed. The present format for the County's class specifications is as follows: .Job Title, Department, Job Summary, Major Duties, Knowledge Required By the Position, Supervisory Controls, Guidelines, Complexity, Scope and Effect, Personal Contacts, Purpose of Contacts, Physical Demands, Work Environment, Supervisory and Management Responsibility, -and Minimum Qualifications. The consultant will deliver class specifications as a draft, review these with Personnel and departments, and incorporate any necessary changes. Timeframe: Draft allocations are to be ready for discussion with Personnel staff and the Manager by February 29, 2008. F. Scope of the Study -Pay Portion 1. Labor Market Survey. The consultant will conduct a market salary survey by gathering comparable salary information from 12 other North Carolina counties and six Research Triangle area municipalities. The 12 counties are Alamance, Cabarrus, Chatham, Durham, Forsyth, Gaston, Guilford, Mecklenburg, Person, Rowan, Union and Wake. These counties are either located in or very close to the three major developing economic regions of the state - Research Triangle, Piedmont Triad, and Metrolina. The six area municipalities are the Town of Carrboro, Town of Cary, Town of Chapel Hill, City of Durham, Town of Hillsborough, and City of Raleigh.