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-2- <br />a. Interview each covered department head to assess his or her assigned duties and <br />responsibilities. <br />b. Analyze the duties and responsibilities of each covered position. <br />c. Compare the relative level of difficulty and responsibility of each covered <br />position, using the established County's job evaluation factors and point factor <br />system. <br />d. Recommend the comparable employers to be included in the labor market survey <br />(about 10). <br />e. Complete the labor market survey of the final employers identified, incorporating <br />a job comparison element in the survey rather than relying on position titles. <br />i Update the class specifications for each covered position. <br />g. Develop recommended salary grade assignments for each position as noted in <br />objective 3 above. <br />h. Discuss and review the positions' responsibilities and draft salary grade <br />assignments and draft class specifications with the Manager, Assistant Managers <br />and Personnel Director. <br />i. Develop a draft study report covering the review and results. Review with the <br />Manager, Assistant Managers and Personnel Director. <br />j. Deliver a final study report with recommended salary grade assignments and <br />updated class specifications. <br />k. As requested, attend a Board of Commissioners' meeting to explain the study <br />results and/or answer questions. <br />Timing <br />The study is to be completed in time for the County to complete a pay equity analysis <br />of the results as needed and to incorporate the results in the budget process for 2000- <br />01. <br />2. The projected needed completion time is the end of February 2000. <br />Staff Used <br />Orange County requires that the study be conducted by a senior level, experienced <br />consultant. <br />Wekonsul.doc <br />September 17, 1999 <br />16 <br />