HomeMy WebLinkAboutAgenda - 11-22-1999 - 6
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Orange County
Board. of Commissioners
Action Agenda Item Abstract
Meeting Date: November 22,1999
Action Agenda
Item No. h
Subject: Department Head Pay Equity Discussion. Follow Up
Department: Personnel Public Hearing: Yes No X
Budget Amendment
Needed: Yes No X
Attachment(s): Information Contact:
Elaine Holmes, Personnel Director
Extension 2550
Telephone Number:
Hillsborough. 732-8181
Chapel .Hill 968-4501
Durham 688-7331
Mebane 227-2031
Purpose: To receive a follow up report to the October 13, 1999 Board of Commissioners
work session discussion on the Department Head Pay Equity Study and to provide direction
to staff on the work to be done.
Background: At the October 13, 1999 work session, the Board of Commissioners
received an update on the planned Department Head Pay Equity Study and discussed the
study plan and approach. As a result of this discussion, the Board decided to pursue a
different plan and approach.
In follow up to the October 13 discussion, the Board asked staff to develop a summary of
the elements to be addressed based on the October 13 discussion and a timetable for
completing these elements. The Board then asked that staff bring this back to the Board for
further discussion and confirmation of the work to be completed.
Listed below is staffs understanding of the study elements to be addressed.
Elements To Be Addressed
1. Position Descriptions
Receive and compile updated position descriptions for department head positions.
2. Labor Market Data
Complete a labor market survey of comparable employers and compare Orange
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County salary levels with those of the employers surveyed. In this incorporate a job
comparison element in the survey using the updated position descriptions.
3. Salary Analysis
Analyze individual department head .salaries and the factors leading to the relative
salary levels.
4. Department Head Feedback
Obtain input from department heads as to any equity issues or concerns.
5. Report
Develop a report presenting the above information to the Board of Commissioners.
6. Direction
Receive any Board of Commissioners' direction as to next steps, if any.
The Board also requested that the above work be completed in house.
The projected timetable for completing the above work is that staff could complete the.
above elements and provide the report to the Board in April 1999.
Elements Not To Be Addressed At This Time
It is staff's understanding that the following elements are not to be addressed at this time.
1. Job Evaluation Study
Completing a job evaluation of all department head positions including:
^ Interviews as needed to clarify and understand duties and responsibilities.
^ Analysis of the duties and responsibilities of each position.
^ Comparison of the relative level of difficulty and. responsibility of each position and
identifying relative salary grade .relationships based on internal equity comparisons.
2. Salary Grade Assignments
Developing recommended salary grade assignments for each .position taking account
of the internal equity and labor market study.
Classification and Pay Study of All County Positions
The Board also had asked for information on completing a position classification and pay
study of all County positions. The last position classification. and pay study of all County
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positions was completed by a consultant in 1990-91. It covered about 470 positions and
the consultant cost was about $30,000.
Since the .last position classification and pay study, staff has been maintaining the
classification and pay plan with in house studies. To date staff has completed classification
and/or pay reviews of over 420 positions (both new -about 170 positions -and existing -
about 250 positions) and the Board has approved about 50 amendments to the
classification .and pay plan. Staff has completed studies as .requested by departments
when the duties of positions change and/or labor market issues are identified. As time has
been available, staff have initiated several studies.
Currently the County has about 680. positions. In terms of estimated cost if the County
contracted out a classification and pay study of all positions, Chapel Hill recently requested
proposals for such a project involving 625 positions, received quotes ranging from about
$50,000 to $125,000 and contracted for the study at the $50,000 cost.. The City of Rocky
Mount recently contracted for a classification and pay study of 850 positions at cost of
about $50,000. A study of county positions would probably be quoted at a higher rate
because county government has fewer situations where there are large groups of positions
pertorming similar duties than city government has.
Given the Personnel workload, it is not possible to complete a classification and pay study
of all positions at the same time with the resources available in house. Personnel can
continue as it has in the past to address classification and pay needs through individual and
group studies.
It is good practice for the County to periodically complete a comprehensive review of
classification and pay for all positions. This provides the opportunity. to reassess internal
salary relationships among all positions and to re-establish the County's position in the
labor market in relation to comparable employers.
Space Study
In the October 13 work session, the Board discussed the planned space study and
expressed its interest in pursuing this as a priority. The Space Study Task Force has met
and is formulating a study plan that will be brought forward to the Board for discussion at an
upcoming meeting.
Financial Impact: None for the elements listed under Elements To Be Addressed.
Recommendation: The Manager recommends the Board receive the follow up report and
confirm the direction outlined or provide direction to staff on the elements staff is to address.
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November 2, 1999