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.
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.