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10 <br /> 1 ❖ $750 for superior performance <br /> 2 • The current Meritorious Service Award program is being administered using three award <br /> 3 tiers. <br /> 4 ❖ exceptional performance with a $1,000 payment <br /> 5 ❖ superior and proficient performance with a $500 payment <br /> 6 <br /> 7 Commissioner Rich asked if the percentage of employees that get some sort of bonus <br /> 8 could be given. <br /> 9 Brenda Bartholomew said she would bring back that information. <br /> 10 Commissioner Rich asked if there is a process for receiving these employee bonuses. <br /> 11 Bonnie Hammersley said bonuses are given as part of an employee's annual <br /> 12 performance evaluation, and it is very subjective. She said staff is working to bring forth a more <br /> 13 objective process with stated criteria. <br /> 14 Commissioner Rich said she is not fond of random merit awards. <br /> 15 Commissioner Jacobs said he is confident that Brenda Bartholomew and the Manager <br /> 16 will come up with a less arbitrary process to address this issue. <br /> 17 Commissioner Pelissier asked if other counties have as many pay grades as Orange <br /> 18 County. <br /> 19 Brenda Bartholomew said Orange County is not an unusual county, but may be on the <br /> 20 high end of a comparison. <br /> 21 Commissioner Pelissier said in order to change pay grades, one must have one's <br /> 22 position reclassified. She asked if grades could have different categories within them, so that <br /> 23 salary increases could occur without reclassification. <br /> 24 Brenda Bartholomew said her office may be looking at collapsing two pay grades into <br /> 25 one, as well as some other options, all of which is currently being studied in detail. <br /> 26 <br /> 27 3. Review of Workforce Demographics and Utilization of Temporary Employees <br /> 28 <br /> 29 BACKGROUND: <br /> 30 The Board of County Commissioners requested information regarding the current workforce <br /> 31 profile of Orange County and requested follow up information regarding the current employment <br /> 32 of temporary employees. <br /> 33 <br /> 34 Orange County Government is committed to equal employment opportunity and affirmative <br /> 35 action to employ and advance in employment qualified women, minorities, protected veterans, <br /> 36 and individuals with disabilities. All applicants and employees are treated equally without regard <br /> 37 to their protected veteran status, race, religion, national origin, gender, age, marital status, <br /> 38 disability, pregnancy, sexual orientation, gender identity or expression, genetic information, or <br /> 39 any other basis protected by applicable law. <br /> 40 <br /> 41 Attachment A of the power point shows in detail the Workforce Race and Gender data by <br /> 42 classification for Orange County as of June 30, 2015. This data is reported as part of the EEO- <br /> 43 4 Report filed with the Equal Opportunity Commission on September 30, 2015, as per Section <br /> 44 709 (c), Title VII, Civil Rights Act of 1964. <br /> 45 <br /> 46 In comparing the Orange County government statistics to Orange County and the State of North <br /> 47 Carolina, Orange County Government needs to focus most on efforts to improve diversity in the <br /> 48 Hispanic or Latino and Asian populations. <br /> 49 <br /> 50 In an effort to improve diversity in the areas of greatest need, the Human Resources <br /> 51 Department is continually working with Departments to recognize the need for employees to be <br />