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1WM <br />A factor in the decision to make the salary grade <br />changes was turnover among County employees. It was cited at <br />the time that the County's turnover rate in the clerical and <br />income maintenance series, among others, was significantly <br />high. <br />In summary, the stated objectives of these pay plan <br />changes were to enhance equity in salary handling and support <br />improved recruitment and retention of employees. The salary <br />schedule changes resolved the employee questions and concerns <br />as to equity arising from the variations existing among <br />grades and steps in the old salary schedule. Feedback is <br />that turnover and recruitment improved following the 1987 -88 <br />changes. The County now experiences a relatively low <br />turnover rate (approximately 10 percent in 1990) and is able <br />to recruit well qualified candidates for most openings. <br />:com87.doc <br />