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0 Springsted <br />MEMORANDUM <br />TO: The Honorable Stephen M. Morris, Chairman and <br />Members of the Cabarrus County Board of Commissioners <br />FROM: John A. Anzivino <br />DATE: April 29, 2016 <br />SUBJECT: Summary of Cabarrus County Compensation Study Recommendations <br />Springsted Incorporated <br />9790 Atlee Station Road, Suite 100 <br />Richmond, VA 23116 <br />Tel: 804 - 726 -9750 <br />Fax: 804 - 726 -9752 <br />www.springsted.com <br />Background <br />Cabarrus County, North Carolina retained Springsted Incorporated to conduct a Compensation Study of key County <br />positions in December 2015. Completion of this study reflects a significant effort by County staff to supply policies <br />and human resources data during a busy period. <br />The County identified major objectives for this study, which included: <br />• Evaluate competitiveness of the County's salaries for key positions compared to external market value. <br />• Develop and/or revise class descriptions in accordance with each employee's job responsibilities and <br />current Federal and State law. <br />• Evaluate the internal ranking of current positions, based on job responsibilities and salaries. <br />• Integrate newly obtained data into the County's current salary schedule. <br />• Ensure all positions are assigned the appropriate grade for each employee group scale. <br />• Review and recommend compensation policies and procedures and pay incentives, where needed. <br />Study Methodology <br />Springsted Incorporated used the following methodology in reviewing the compensation program for Cabarrus <br />County. <br />Springsted discussed the project with the County Manager, Deputy County Managers, Human Resources <br />Director, who served as project manager, and Human Resources Analyst to establish working relationships, <br />review current and desired policies and practices relating to the County's existing pay practices, to collect all <br />available data on programs and materials currently in use, and to identify apparent strengths and weaknesses in <br />existing systems. This meeting also provided an opportunity to discuss the County's goals in adopting a <br />compensation plan for County employees. <br />2. The County provided copies of existing classification (position) descriptions for designated departments <br />(department heads, Communications and Outreach, County Manager's Office, Finance, Fair, Elections, <br />Public Sector Advisors <br />F -5 Page 105 <br />