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HomeMy WebLinkAboutAgenda - 09-01-1998 - 9cOrange County Board of Commissioners Action Agenda Item Abstract Meeting Date: September i, 1998 Action Agenda Item No.2 Subject: Personnel Ordinance Revision - Promotion Pay Policy Department: Personnel Public Hearing: Yea No x Budget Amendment Needed: Yes No x Atbchment(s): Information Contact: 1 - Draft Personnel Ordinance Revision - Elaine Holmes, Personnel Director Article 5.0, Pay Plan Extension 2550 2- Promotion and Reclassification Policy Survey of Area Employers Telephone Number: Hillsborough 732 -8181 Chapel Hill 988 4501 Durham 888 -7331 Mebane 227 -2031 Purpose: To consider amending the Orange County Personnel Ordinance to change the policies covering employee pay handling on promotion and reclassification. Background: Promotion A promotion occurs when an employee transfers to another position at a higher salary grade. For example, it is a promotion if an employee transfers from a Child Protective Services Social Worker position (salary grade 70) to a Child Protective Services Supervisor position (salary grade 72). Currently, the Orange County Personnel Ordinance provides that when an employee is promoted the employee receives a one -step salary increase (about five percent) or an increase to the minimum step of the new salary range, whichever is higher In exceptional cases with the Managers approval, the department may grant a two step salary increase (about 10 percent). The Attachment 1 draft Personnel Ordinance revision would provide that upon promotion the employee : u Receives at least a one step (about five percent) salary increase or an increase to the minimum of the new salary range whichever is higher. o May receive an increase of up to one step for each salary grade involved in the promotion if he or she has the commensurate qualifications. For example, a promotion from Child Protective Services Social Worker to Child Protective Services Supervisor would involve two salary grades (grade 70 to 72) and the employee could receive a 10 percent salary increase, if warranted by his or her education and experience. u In exceptional cases with the approval of the Manager, may receive a salary increase greater than one step for each salary grade involved in the promotion. Such cases could involve situations where the employee has qualifications above those for the salary in the new range yielded by granting one step for each grade or situations of severe labor market pressure. Reclassification A reclassification occurs when an employee's current position is reassigned from one classification to another classification at a higher salary grade as a result of changes in job duties and responsibilities. For example, a Deputy Sheriff I (salary grade 88) is reassigned from patrol duties to work as a narcotics investigator. Personnel studies the position's changed duties and responsibilities and this results in reclassification of that position to Deputy SheriRMvestigator (salary grade 88). The Attachment 1 draft Personnel Ordinance revision would provide that salary setting for a reclassification to a higher salary grade is handled in same way as for a promotion. Resd For the Change The draft Personnel Ordinance revision is designed to serve the following objectives: z To provide greater incentive to employees to pursue promotion. A promotion requires the employee assume more difficult and demanding duties. Often this involves substantial additional work time and effort. The current salary policy has resulted in some employee decisions not to pursue promotion. a To promote retention of the existing workforce by providing greater advancement opportunity. 3 To provide greater flexibility for department management in maintaining internal equity and granting salary Increases commensurate with individual qualifications. Q To provide consistency between the salary recognition granted for assumption of greater responsibility in the employee's own position as for moving to another position. o To provide greater equity between the salary an internal candidate might receive for promoting to a position in comparison to the salary of a candidate being hired from outside the County. Other Area Employers Personnel surveyed 12 area governmental employers as to their promotion pay handling policy. Attachment 2 shows the survey results. Of Me 12 employers surveyed as to promotion'. a 10 provided for at least a five percent salary increase and two provided for at least 2.5 percent. u Nine provided for a salary Increase greater than five percent or the new minimum and seven provided the latitude for increases greater than 10 percent. As to reclassification, seven of the employers surveyed provide the same pay handling as for promotion. The draft Personnel Ordinance revision is mods most closely after the State government and University at North Carolina at Chapel Hill policies. These policies provide the latitude to take account of qualifications, equity and labor market. Estimated Costs During fiscal year 1997-98 fiscal year, 28 employees received pro notions and six filled positions were reclassified to higher salary grades. Using those as a basis to estimate the cost of the draft promotion and reclassification policy changes, personnel identified that if each of the 28 employees receiving promotions and rec assificabons had repaired one step for each salary grade involvetl in the promotion or reclassification, the additional annual cost would have been about $58,000. Funding Promotions and reclassification are funded from existing departmentalbudgets. Funding for the policy change would come from the already approved departmental budgets for 1998 -99. No additional funds are requested. Effective Date The proposed effective date of the policy changes is September 1, 1998. Staff gave consideration to recommending the promotion policy change be retroactive to an eadier effective date. This has not been recommended because of the difficulty in Identifying an equitable way to determine an earlier effective date and in retroactively assessing internal salary comparisons and other factors that go into setting salaries. Recommendation: The Manager recommends the Board approve the attached revisions to the Orange County Personnel Ordinance policy far promotions (Article 5, Section 10.0) and for reclassification (Article 5, Section 9.0) effective September 1, 1998. Draft Personnel Ordinance Revision Article 5.0, "Pay Plan" 10.0 Salary of Promoted Employee 10.1 An employee promoted to a position in a class at a higher salary gnCe Having -a h5Her9ay Made shah receives at least a one -step salary increase or an increase to the minimum step of the new salary range, whichever is higher. 10.2 A promo employes may receive a salary increase of up te one step for each salary grace Involved In Me promotion, H he or she has the commensurate qualifications in terms of related education and work experience for the Proposed salary in the new salary range. Such a promotional Inches" requires Me advance approval o/ the department head and Me Personnel Director who" review include consideration of any internal equity Issue Mat may be raised by Me promotional Increase. 10.3 In eacaptional cases, upon on Me recommendation of the depafb"nt head and Personnel Director, the, County Manager may approve a promWOnal Increase greater Man that provided in Item 10.2 above. Such c"" may include those in which Me promoted employ" has commensurate qualifications above those for the salary in Me new range ylalded by Item 10.2 or in arontiona of severe labor market demands. 2 ONG Arm RaRl MAI b 0 4 1 1 However, in no Use shall the salary exceed the maximum emosiished for Me range. 9.0 Salary of Reclaselled Employee An employee whose p"11lan is redani ffl d to a class at haviaf a higher salary ends pay =pm Is, - receives Me same Increase as tint provided for a promoted employ" in Item 10.0 .0 ke ..d.. __,__ . An employ" whose position is redasafied to a class having a lower pay range shall not receive a reduction in salary as a result of Me reclassification. PmmotioNReclassitpation Pay Handling Area Gwomment Employers Promotion Employer Reclassgication µMlmum µulmum DYCregon roroMer amouna Minimum of Made salary game as Way P manta County mnge or 5 %, wMirllevar Same as minimum. Ho on prvmo4on . is higher Minimum of Mw sffiary My yf salary in never Score as poky Cantata range or 5 %. whaMever levels"Min salary merge. you on Monsoon . is hgner. Minimum of new salary If wrmntm by employee's Same as policy Cary range or 5 %, whnlwuwr quadfiMhiom and sufferance, yes on promotion . a higMr. mry be nigher if wthn ral . sammum of new Mary hinge Of at 5 %, MdiUpW 5% Minimum of new range or at Chapel Hill imaedae after cmgkWn M May set salary at Other Yes least S %. Additional Increase 6 north ptaCalbmary indeed III wism range my Gad granted . following ptansual %oraneptofh new 25% or Me mnimum Of MS 25 %w Ve minimum a5 1rY gad, n Chanson COun ry row Mla Iwl ffi), ry range Miami; r Min la of Me new Mlmy ng rate HO is25% higher (step f Is 2sx stave wnlonever is higher. range, wfi'cMVer is ni9lwr. Mdn9 rate). 10 %Over Memnimum Yes up 5% increase or to pay Sam Durham (Cary) 5 % salary Increase Wary Oftlw nevi rump m Minimum. pay Era. spatlfied. Deportment may Mt salary game M poaicY Duman Cough, 5 % Marry incmaus at any rate above dre 5% Yes an Port9mr PromogoWReclaasifcagon Pay Handling Area Government Employere Promotion Employer Reclassification Minimum Manson obcntlon for Wax amount 2.5 %mxrex, or an increase Person County to sbdireWan eras deli Same as minimum. He Semi as polity antis. wM1tlnvx's M1gM1x, an Prormtpn. 5% increase for one pay gafe For PUNOSafety, salary Rai prwnotom 10 %IncRaae bra rate upon proration M entry Same as policy, gamson WM pay eased or level poai is based on Yes on pvmoM1On. rese except far Public Safety. rebletl eapedencetqualavalons. dal Up b 5 %breach graft Increase to me minimum Mininum of new salary presence, or (fl Safety may M Yes, win Stab Personnel of Me new raw& or up he Slate Government range at 5 %, whidnver an as ter New Hires Unmeaee grecbr Pion sparser. 5% lw each grade Provided is tougher greater men 5% par grade but Ex '. severe labor madat by the rxlasefcation with condition when emaaYee'e conditions, quolicaYOns, etc. Consgeratim given to Inrnhn0bvrerence.) relevant qualifeafons. (a) Up to S %M each grade nimum of me new PromMal. or lbl Mores men Yea, wai prior approval of UNCCH salary mrge or 5 %, 5% her each grade when pence dSpte Personnel Ofleevxebbormemd Same as WKY whenever is honer. emplat qualities ter me an Promngon . algM1ersaary_ wondered , gWli tons, etc. Wake COUMy Increase m mnimum Dept M1cef Yes Sinimum W new pay teed. febmare scary . of mebatlear mum of reweamry 9rafe. Minimum W new samy range M Managers approval, Minimum of rew wary Orange County or ore step l5 %1. whidrever 2 steps input 10X1 tray No range or ore seep Si a bgher ceawarded, wni3aver is M1gM1x.