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. <br /> .`. - - to,.IP .1 e. <br /> COUNTY of OR4NQE <br /> Personnel Department <br /> Beverly M. Whitehead <br /> Personnel Director <br /> To : Board of Commissioners <br /> From: Personnel Director <br /> Date : June 16 , 1987 <br /> In the development of any modern pay plan , it is necessary to select <br /> a basic salary schedule to be used as the basis for assigning classes <br /> of positions to pay grades and in the application of the recommended <br /> pay plan to individual employees . <br /> As noted to you earlier, the current salary schedule does not provide <br /> an equal percent difference between steps nor between grades . This <br /> problem was significantly compounded this fiscal year by applying a <br /> lump sum increase of $900 to all pay grades , obviously destroying <br /> uniform relationships and compressing salaries , and, in effect, <br /> discriminating against middle and top level professional and administrative <br /> classes of position. <br /> The County has annually adopted the State Schedule , but not the corre- <br /> sponding pay plan, nor pay practices of the State . One illustration <br /> of this would be in the use of Step 0 "Hiring Rate ." The County still <br /> tries to employ staff at the hiring rate when possible . However, the <br /> State has ceased to use that rate . Therefore , even though the schedules <br /> are one in the same , the pay policy and practices are different. In <br /> conducting the salary survey we found that the County pay levels are <br /> approximately 5% below our competitors . As reflected in Attachment Two, <br /> some classes are as much as 15% below other jurisdictions . <br /> While we have consistently adopted the State Salary Schedule , we have <br /> found that there is no one best pay schedule that can be uniformally <br /> applied, for the schedule needs to be "tailor made" to address the <br /> specific and unique needs of the jurisdiction involved. <br /> In arriving at a recommended salary schedule the following goals <br /> were established: <br /> 1 . Equity in Pay Practices ; <br /> 2 . Ability to Attract Quality Staff; and <br /> 3 . Ability to Return Staff. <br /> The proposed schedule accomplishes the stated goals by providing an <br /> equal percentage difference between all steps and grades , a competitive <br /> range spread from minimum to maximum, and retention of eleven steps to <br /> avoid adverse impact on our more tenured employees . <br /> Orange County Courthouse . First Floor . 10(5E. Margaret Lane . Hillsborough,N.C.27278 . 919-732-8181 <br /> Equal Employment/Affirmative Action Employer <br />