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8 <br />Tara Fikes presented for citizen comments a Community <br />Development Block Grant Program Amendment for the Rencher Street <br />Community. Because of the extensive repairs required for one dwelling <br />unit in the Rencher Street area, it is necessary to temporarily relocate <br />the occupant during housing rehabilitation. The original Rencher Street <br />budget does not include a line item for relocation and therefore there <br />is a need to create a budget for this purpose. <br />Since there were no citizen comments, motion was made by <br />Commissioner Hartwell, seconded by Chairman Carey to close the public <br />hearing. <br />VOTE: UNANIMOUS <br />Motion was made by Commissioner Marshall, seconded by <br />Commissioner Hartwell to authorize submission of the CDBG Program <br />Amendment for the Rencher Street Community to the N.C. Department of <br />Economic and Community Development Department and authorize the Chair <br />to sign the amendment documents on behalf of the Board. <br />VOTE: UNANIMOUS <br />I8. REPORTS <br />A. CLASSIFICATION STUDY - PHASE I REPORT <br />John Link stated that the purpose of this study was to review <br />and evaluate all positions to determine the proper position <br />classification and salary grade and to prepare job specifications for <br />each class of positions based on current job duties and requirements. <br />Also, they looked at the salary ranges to be sure they were competitive <br />within the present labor market. <br />Personnel Director Elaine Holmes explained that the study is <br />being carried out in three phases. Phase one includes all County <br />positions except those in the departments of Health and Social Services. <br />Phase two includes those positions in the departments of Health and <br />Social Services and phase three is the pay equity study. Phase one has <br />been completed. The position classification plan has been developed and <br />the salary survey of the area labor market as well as the internal <br />salary relationship has been looked at and the results have been <br />analyzed. The salary ranges were found to be generally competitive and <br />the position classification plan was relatively current and as a result <br />of that the cost to implement the study is estimated to be $35,000 for <br />the remainder of this fiscal year. No employee's salary will be reduced <br />by the study. Of the 290 employees there are about 41 employees or 14% <br />of the salaries that will increase as a result of the study. <br />Commissioner Halkiotis stated he has had some questions from <br />employees who fall in the range of 62 to 66. He understands there will <br />be a review of what has been proposed. He is concerned about those <br />that increased in grade from 62 to 68 and also those positions in the <br />Sheriff's office including the position of Major. He questioned the <br />classification of the two employees in the County Manager's office going <br />from Administrative Secretaries to Administration Assistants. He will <br />reserve any further comments until the due process procedure is <br />followed. <br />