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Cabarrus County, North Carolina April 29, 2016 Page 2 Information Technology, Human Resources, Active Living and Parks, Library, Veterans, Tax, Register of Deeds and Planning), the County's current payroll information and compensation policies, and a list of positions identified by title, current grade, and current salary to be included in the study. 3. Department heads were also provided information explaining the purpose of the study and Springsted's approach to conducting the study. Individual meetings were conducted with department heads to collect data on department structure, operations, and staffing along with identifying any specific departmental needs and concerns related to this study. 4. Employees and /or their supervisors provided comments concerning how their positions had changed. Employees were asked to respond to questions on characteristics applicable to their position. Each employee's supervisor then reviewed the revised position description for completeness and accuracy and provided any additional information they felt was relevant to the position. 5. The Springsted consultant team reviewed each revised position description upon receipt and made preliminary classification decisions. At this initial stage of the process, any apparent discrepancies, conflicts, or omissions were noted. Follow up questions with the County's Human Resources Department clarified several issues. 6. Interviews and discussions were conducted with various department heads and employees spanning six (6) different days in April concerning their jobs and how they had changed. 7. Springsted developed a comprehensive County approved wage survey. This information was requested from twenty -two (22) public and private agencies identified in consultation with the County to determine the market for certain benchmark positions. Benchmark organizations included: • City of Charlotte, NC • Guilford County, NC • City of Concord, NC • Iredell County, NC • City of Kannapolis, NC • Lincoln County, NC • City of Salisbury, NC • Mecklenburg County, NC • Town of Huntersville, NC • Moore County, NC • Buncombe County, NC • Randolph County, NC • Catawba County, NC • Rowan County, NC • Davidson County, NC • Stanly County, NC • Davie County, NC • Wake County, NC • Forsyth County, NC • York County, SC • Gaston County, NC • Carolinas Healthcare System 8. Salary data for ninety -nine (99) benchmark positions were solicited and data for ninety -three (93) positions were utilized in our analysis. Information was gathered on minimum, maximum, and actual wage information for all positions surveyed. In addition, information was gathered on the percent of last increase, bonuses, longevity, deferred compensation, and a wide range of other information. 9. The designated County positions were evaluated using Springsted's Systematic Analysis and Factor Evaluation (SAFE®) system to assist in assuring that the internal relationships of positions within the County were equitable. Positions were evaluated based on information provided by employees and their supervisors in the revised position descriptions. 10. Utilizing the salary data supplied by comparable organizations and the results of the Systematic Analysis and Factor Evaluation (SAFE®) job evaluation system, each position was assigned to an appropriate salary grade in the County's compensation plan. 11. Information concerning the provision of incentives to encourage Inspections staff to obtain a higher level of certifications was obtained and discussed. F -5 Page 106