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$77,000 for 2001-02 and for EMS - $38,000 for 2001-02) <br />The purpose of the retention increase would be to support employee retention, pending <br />other actions under consideration, offset the lag in salary progression in comparison to <br />other area employers and support longer service employees moving higher in the range <br />in relation to new hires. This recommendation impacts about 114 employees (77 in the <br />Sheriffs Department and 37 in EMS.) <br />For the Sheriffs Department <br />a As an additional interim measure for 2001-02, reclassify the positions for the au Deputy <br />Sheriffs l who currently are Field Training Officers to Deputy Sheriis ll. For sucha <br />promotion, requ its that the Deputy: <br />? Have obtained his or her certification as Field Training Officer, an approximately one <br />year program, <br />? Have at least two years of service with Orange County, <br />? Have received Proficient or higher ratings in the last two performance reviews, and <br />? Serve as a tesneent anmr to new Deputies. <br />In any Career Ladder developed for Deputy Sheriff. the Field Training Officer Certification <br />and role would be recommended for a higher step in the Career ladder than Deputy <br />Sheriffl. (Estimated Cost: Cost for the remainder of fiscal year 2001-02 is about $5,500.) <br />For the EMS Department <br />d. As an additional interim measure for 2001-02, complete a review of specific salary issues <br />identified by EMS and address this as feasible through the County's Equity/Retention <br />Fund. <br />For All County Departments <br />e. Propose an amendment to the Orange County Personnel Ordinance to provide that an <br />employee's W PPR Review Date (and consequently the eligibility date for an In-Range <br />Increase) is not changed by a promotion (Estimated COSt eloaddkionalcost) <br />2. Pay <br />For Bath Sheriff and EMS Departments <br />a. In conjunction with the County's Classification and Pay Study consultant, consider a <br />salary grade adjustment for law enforcement positions as part of the classification and <br />pay study results recommended for 2002-03 to restore the County to a more favorable <br />labor market position. (Estimated Cost: To be determined) <br />b. As with law enforcement positions, consider a salary grade adjustment for <br />Telecommunications and Paramedic positions as part of the classification and pay study