August 2, 2004 ITEM
# 11
Item Title: Revisions to the Wake County
Compensation & Classification Plan
Specific Action Requested:
That the Board of Commissioners approve the attached compensation and classification plan changes effective August 16, 2004.
Item Summary:
The County’s Compensation and
Classification Plan is monitored on an on-going basis to assure that salaries
remain competitive and that job classes appropriately reflect the types and
levels of work performed by employees. On an annual or as needed basis, any
resulting changes to the Plan are recommended to the Board of Commissioners for
approval.
Human Resources subscribes to
national surveys to keep abreast of market trends and shifts. Additionally, the
County partners with peer organizations, typically other counties and/or
municipalities, to assess market competitiveness. The County surveys
organizations that are similar in size, including the cities of Raleigh,
Durham, Greensboro, Charlotte and Winston-Salem as well as Durham, Forsyth,
Mecklenburg and Guilford Counties. However, other organizations may be used as
well when applicable. For the majority
of our positions, our market is either local (Raleigh, Durham, Chapel Hill) or
statewide.
In addition to what the County
does on an on-going basis, staff recently concluded a countywide compensation
and classification plan study. This comprehensive study was conducted with the
assistance of the Waters Consulting Group (WCG) of Dallas, Texas.
A primary goal of the study is to
ensure the County remains competitive in the marketplace, which is critical for
our ongoing retention and recruitment of employees. Similar studies have been done in the past, with the last
countywide study completed in 1996 with the assistance of William M Mercer,
Inc.
The current study involved the
completion of a Position Description Questionnaire (PDQ) by every employee with
review and approval by departmental supervision. These PDQ’s were analyzed and
reviewed by WCG and Human Resources to develop accurate descriptions for each
classification and to assign each individual employee to the proper
classification.
Additionally, WCG conducted
market-based salary surveys with over 40 benchmark organizations, including
local government organizations and private sector organization data. This
information was used to develop our new market competitive compensation
framework, which resulted in the proposed exempt and non-exempt salary
structures (attachment 1).
Attachment 2 outlines the
recommended plan changes in greater detail, which includes recommendations to
abolish or create classifications as well as those classifications that will
experience band movement.
1)
Proposed exempt and non-exempt salary
schedules
2)
Proposed classification and band changes