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Attachment In -Range Salary Increases With Varying Increase Percentages Based on Place in Salary Range Some Possible Impacts 1. Can be used to provide a relatively greater percentage increase to employees in the lower part of the salary range (such as below the midpoint) than employees in the higher part of the salary range (such as above the midpoint). Through this approach, generally provides greater in -range increases to lower salaried employees. 2. Provides that newer employees move up in the salary range until they reach the midpoint (to the extent the increase amounts facilitate such progression) and keeps these salaries more competitive in the labor market. Also since this is the hiring portion of the salary range helps to move employees to higher salaries than new incoming employees. 3. Provides relatively slower salary progression to employees in the higher part of the salary range who tend to be the longer service employees and may be perceived by these employees as a lesser reward for service given. 4. There will be employee salaries just below or just above the salary range midpoint and controversy may arise from having a cutoff point where one employee receives an increase greater than another. Depending on the increase amounts, it is possible that an employee below the midpoint may even go to a higher salary than an employee slightly above the midpoint, unless there is management discretion available to vary the increase amount. This would need to be addressed in the plan design. 5. Is not a concept presently understood in the Orange County employee group. The maximum communication possible within the time available would be required. 6. Since 85 percent of County employees are below the midpoint, does not have major impact as a cost saving tool. 7. If the Board chooses to pursue such a direction, the plan brought forward will need, of necessity, to be of a simple, straightforward design given the time available.