Agenda - 06-25-2001-9d - Laserfiche WebLink

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information presented on the position description questionnaires and in the interviews and to receive the department head's input on any position classification and pay issues in that department. Timeframe: Interviews may begin in September and are to be completed by mid-December. 4. Classification Recommendations and Class specificativns. Following the review and field audit of existing positions, the consultant will identify class groupings and tentative allocations and review these with Personnel. The consultant then will draft class specifications for any recommended new classes and will update existing class specifications for any classes where the information on the existing class specification has changed. The present format for the County's class specifications is as follows: General Definition of Work; Typical Tasks; Knowledge, Skills and Abilities; Education and Experience; and Special Requirements such as licensure (if applicable). The consultant will deliver class specifications as a draft, review these with Personnel and departments and incorporate any necessary changes. Timeframe: Draft allocations are to be ready for discussion with Personnel staff by early January 2002. Scope of the Study -Pay Portion 1. Labor Market Survey. The consultant will conduct a market salary survey by gathering comparable salary information from 12 other North Carolina counties and four Research Triangle area municipalities. / The twelve counties are Alamance, Cabarrus, Chatham, Durham, Forsyth, Gaston, Guilford, Mecklenberg, Ferson, Rowan, Union and Wake. These counties are either located in or very close to the three major developing economic regions of the state -Research Triangle, Fiedmont Triad and Metrolina. / The four area municipalities are the Town of Cary, Town of Chapel Hill, City of Durham and Raleigh. The survey will include benchmark classes and in addition should incorporate a variety of specialized positions as determined in conjunction with the Personnel Director. Salary survey data collected must include salary range minimums and maximums, actual salaries paid and the number of positions so that weighted averages may be determined. 2. Analysis affindings and recommendations. The consultant will evaluate the salary grade assignment for each class based on the review of duties and responsibilities and salary survey. From this analysis, the consultant will recommend a classification and salary grade assignment for each position in the existing County salary schedule. The consultant also will recommend a salary implementation plan for the study results along with estimated costs. Timeframe: Draft allocations are to be ready for discussion with Personnel staff along with salary data and tentative implementation cost figures by the end of February 2002.