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Human Resources <br />Cabarrus County <br /> <br />MEMORANDUM <br /> <br />To: <br />From: <br />CC; <br /> <br />Date: <br /> <br />Subject: <br /> <br />Board of Comm~oners <br />Don Cumming~G/ <br />Frank Clifton <br /> <br />December 10, 2001 <br /> <br />Compensation Study <br /> <br />Attached are recommended changes to the employee pay plan based on the Scott Group HRMC <br />Compensation Study. The proposed changes bring County salaries in line with the market cost to <br />hire and retain employees in these positions. <br /> <br />The annualized cost of this proposal results in a 1.4% increase in the County's annual salary <br />expense of $27,781,647. If instituted within the current policy in January, 2002, this fiscal year <br />expense will be $197,378 and is included in the Budget. <br /> <br />Additionally, the Deputy County Manager position has increased five grades since the pay plan was <br />originally adopted. The original seven grade differential between the County Manager position and <br />the Deputy position will drop to two grades should the proposed changes be approved. A minimum <br />of five grades should be maintained. The following options are available to the Board regarding the <br />County Manager position~ <br /> 1. Remove the position from the pay plan. The Board normally sets the Manager's salary <br /> based on qualifications and experience and adjusts it based on performance review. <br /> 2. Expand the pay plan to allow additional grades to maintain a minimum differential. <br /> 3. Change the position to Grade 89, the highest grade in the current pay plan. <br /> 4. Leave the position at Grade 87. <br /> <br />The Scott Group also reviewed 12 positions for appropriate classification and recommended two <br />changes. These changes do not result in additional cost. <br /> <br />Recommend approval of the pay plan and reclassification changes. <br /> <br /> <br />