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009 <br /> -5- <br /> established personnel ordinances, including the right of access <br /> to grievance procedures and coverage under established <br /> classification and pay plans, (c) instituting a training and <br /> certification program for various levels of responsibility within <br /> the register of deeds operation, (d) adopting a code of ethics, <br /> and (e) introducing mobility between counties through advertising <br /> and recruitment of new registers of deeds applicants as vacancies <br /> occur. <br /> 4. A salary plan developed pursuant to recommendation 8 of the Task <br /> Force's Findings and Recommendations should be developed after <br /> undertaking an advisory job classification and salary study of <br /> registers of deeds and their employees. In addition to the <br /> factors listed in recommendation 8 as necessary considerations, <br /> any such study should take into account such factors as level of <br /> responsibility, workload size and degree of difficulty, education <br /> and experience required and comparable salaries and the <br /> possibility of classifying counties as Class I, II, III or IV <br /> with accordingly assigned pay levels. The State Office Of <br /> Personnel Administration could undertake such an advisory job <br /> classification and salary study. <br /> North Carolina Association of County <br /> Commissioners Representatives of the <br /> Joint Task Force Committee Studying the <br /> Office of Register of Deeds <br /> W. E. Averette <br /> Kenneth Thompson <br /> Jean D. Goodman <br /> RD Minority Report/JB2 <br />