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2 <br />County salary levels with those of the employers surveyed. In this incorporate a job <br />comparison element in the survey using the updated position descriptions. <br />3. Salary Analysis <br />Analyze individual department head .salaries and the factors leading to the relative <br />salary levels. <br />4. Department Head Feedback <br />Obtain input from department heads as to any equity issues or concerns. <br />5. Report <br />Develop a report presenting the above information to the Board of Commissioners. <br />6. Direction <br />Receive any Board of Commissioners' direction as to next steps, if any. <br />The Board also requested that the above work be completed in house. <br />The projected timetable for completing the above work is that staff could complete the. <br />above elements and provide the report to the Board in April 1999. <br />Elements Not To Be Addressed At This Time <br />It is staff's understanding that the following elements are not to be addressed at this time. <br />1. Job Evaluation Study <br />Completing a job evaluation of all department head positions including: <br />^ Interviews as needed to clarify and understand duties and responsibilities. <br />^ Analysis of the duties and responsibilities of each position. <br />^ Comparison of the relative level of difficulty and. responsibility of each position and <br />identifying relative salary grade .relationships based on internal equity comparisons. <br />2. Salary Grade Assignments <br />Developing recommended salary grade assignments for each .position taking account <br />of the internal equity and labor market study. <br />Classification and Pay Study of All County Positions <br />The Board also had asked for information on completing a position classification and pay <br />study of all County positions. The last position classification. and pay study of all County <br />