Agenda - 01-16-2002 - 9b - Laserfiche WebLink

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results recommended for 2002-03 to maintain the County in a lead role in the labor market, given the functional and training requirements of County positions that exceed many of those found in the labor market (Estimated Cast: To be determined ) 3. Other Pay and Personnel Policies For the Sheriff and EMS Departments and other Departments as applicable a. With the Sheriff and Emergency Management Directors, Personnel explore changes to the pay plan as follows and consider any recommendations for the Board of Commissioners in the 2002-03 budget: ? Increasing me premium for work on a holiday to provide additional incentive for such work and recognize the employee impact of work on a holiday. ? Providing Shift Premium Pay for work on the evening or nigh shift, J Compensating for being on call and available to return to work if called. ? Compensating for obtaining additional, job related levels of education. ? Paying for specific special assignments. ? Providing an allowance for moving expenses when hiring someone who would be required to relocate. b. In conjunction with the Sheriff and Emergency Management Director, develop a proposed employee fitness program for Deputy Sheriffs and Paramedics. In this, take account of available resources such as the Triangle SpornsPlax and possible fitness assessmen/iinstruction available through contract with outside resources. Develop proposed incentives for fitness such as a fitness bonus. (Note: Each Deputy currently receives a membership in the Triangle 5podsPlex.) For the Sherri Department c. In light of the residency requirement for Deputy Sheriffs, explore as a County any possible programs to help mitigate the costs of housing for Deputies. Alternatively, reevaluate the residency, requirement for Deputy Sheriffs and consider changing this to a requirement that the Deputy live within a certain distance or response time to provide more housing options. Note: According to the National Low Income Housing Coalition, the "Housing Wage' in the Raleigh-Durham Area is$14.94 an hour or $31,080 annually. This is the amount required per hour in order to be able to work 40 hours per week and afford a two bedroom unit at the area's Fair Market rent. Presently about 30 deputies are at salaries slightly below this level, ranging from $29,266 to$31,000. In evaluating the pay for the class and pay study in Item 2a above, staff will seek to recommend a level that assures a wage at least equivalent to the Housing Wage. The retention adjustment recommended in Item tb in itself will bring the lowest salary for current deputies within $350 of this