STAFF REPORT

Operations Committee, April 30, 2008

Position Classification and Pay Study (HR08-05)
Consideration of recommendations for this year’s Position Classification and Pay Study
Speaker:  Ms. Valiria Willis
 

From:  Valiria C. Willis, Director of Human Resources
Prepared by:  Valiria C. Willis, Director of Human Resources
Approved by:  William B. Coleman, Jr., Town Manager
Approved by:  Benjamin T. Shivar, Assistant Town Manager

Beginning back in the early 1980s, the annual Classification and Pay Study continues to be one of the most important elements of our compensation program.  Maintaining market competitiveness is critical to the Town’s success in employee recruitment and retention.  Our goal is to review approximately one-fourth of all classified positions each year so that all are reviewed within a four-year period.  This study is the second year of the new cycle and includes review of 235 positions covering the following areas:  PW/UT–Solid Waste and Recycling, and sworn positions in the Police Department.  In an effort to address information gathered from workforce data and our reduced pool of engineering applicants, we also conducted a market survey on engineer salaries.

The study’s objective is to maintain accurate job specifications and salaries that will help us retain our best employees and also attract qualified applicants in our competitive market.  We review each position to ensure the title and job specifications accurately reflect the duties and nature of the job.  Salary ranges are examined for external competitiveness and internal equity.

At the beginning of the study, orientation sessions were offered to employees occupying positions in the study to describe the process, establish realistic expectations, and answer questions.  Employees completed questionnaires.  Desk audits were conducted with employees, and 23 class specifications were written or revised.  Salary data from ten government organizations was reviewed for comparable salaries:  Wake County, Durham County, Orange County, City of Raleigh, City of Durham, City of Greensboro, City of High Point, City of Rocky Mount, City of Wilson, and the Town of Chapel Hill.  Additional resource information was also used to provide broader salary data.  Comparable salary information was averaged and reviewed with the general aim to be within 5% of the market average.

Billings & Associates assisted with the study.  Mr. Randall Billings has served as Executive Director for the Piedmont Triad Council of Governments for over fifteen years and has extensive experience conducting classification and pay studies for numerous local governments in North Carolina.  Because he has conducted our annual study for several years, he is very knowledgeable of our operations and organizational structure.

Fiscal Impact:  Classification and pay grade changes are outlined in the following charts.  Anticipated FY 2009 cost for implementation is estimated to be less than $5,000.

Staff Recommendation:  Staff recommends approval of this year’s Classification and Pay Study recommendations with an effective date of July 1, 2008.  No funding request is required since costs are minimal and would expect to be absorbed in the FY 2009 budget by savings resulting from turnover.

The following list includes positions studied, recommended class and grade changes, and individual position changes.  The class changes are identified on the chart as changes based on a classification and/or market issue. The change in Police affects one position and is recommended for implementation through a competitive process for purposes of supporting the rank structure promotion process.  No changes are recommended for engineer salaries but will continue to be monitored.