Orange County NC Website
3 <br />Attachment <br />Draft Personnel Ordinance Amendment <br />Article V, Section 20, Equity/Retention Salary Adjustment <br />(Changes Shown in Sold Type) <br />20.0 Equity/Retention Salary Adjustment <br />20.1. Purpose <br />Within the availability of funds, the County provides for equity/retention salary <br />adjustments to establish or re-establish equitable salary relationships among <br />employees in a work unit ar in related work units or to address retention needs, as <br />approved by the County Manager. <br />20.2 Criteria For Granting <br />Through the Equity/Retention process in Section 20.5, Equity/Retentian Salary <br />Adjustments may be granted to address: <br />Ecauitable Salary Relationships -This includes the following types of situations: <br />^ Salaries differ significantly and qualifications are substantially equal <br />These are situations in which the salaries of employees performing the same type <br />and level of work in the same ar related work units differ by more than 10 <br />percent when relevant individual characteristics (related education, skills, work <br />experience, length of service, work performance) are substantially equal. <br />^ Salaries are substantially equal and qualifications differ significantly <br />These are situations in which employees performing the same type and level <br />of work have the same or substantially equal salaries and one of the <br />employees has substantially greater qualifications (related education, skills, <br />work experience, past work performance). <br />Either of the above situations may include inequities resulting from salary <br />limitations an past promotional increases. <br />Retention Needs -This includes the following types of situations: <br />^ Labor market <br />The need to reduce or prevent turnover due to critical market conditions that <br />may affect retention when <br />/ The position's duties are key to the accomplishment of essential County <br />operations/functions and <br />