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Income Maintenance Caseworker II - Response was high and a high level of <br />confidence in comparability was found. This position is also subject to SPA criteria, <br />which further validates comparability. No change in grade is recommended. <br /> <br />Administrative Assistant - Response was high and a high level of confidence in <br />comparability was found. Extensive follow-up was conducted on this position to verify <br />comparability. Although not exclusively, this position is also subject to SPA criteria that <br />aids in making comparisons. No change in grade is recommended <br /> <br />Automotive Mechanic Comparables were limited primarily because many <br />organizations in the survey group have outsourced this function. Emphasis was placed <br />on local data and municipalities in the area. No change in grade is recommended. <br /> <br />Deputy Sheriff - Response was high and a high level of confidence in comparability <br />was found. Extensive follow-up was conducted to ensure comparability and to take into <br />account additional compensation that is awarded to this class based on training and <br />certifications. One local organization reported a very aggressive recruitment salary that <br />may need to be considered in future pay increases. Many organizations have, or plan <br />to, adopt a more aggressive posture with regards to law enforcement salaries. These <br />effects will have a market influence over the next two years as budget cycles are <br />completed and new budgets are implemented. No change in grade is recommended at <br />this time, however, it is recommended that a comprehensive review be conducted on all <br />LEO salaries in the near future. <br /> <br />Senior Center Program Coordinator- Response was limited to New Hanover County. <br />Survey indicates a 6% differential, however, no change in grade is recommended due to <br />internal equity considerations with similar positions in the department and other human <br />service classes. <br /> <br />EMT-Paramedic - Response was high and a high level of confidence in comparability <br />was found. Extensive follow-up was conducted on this position to verify comparability in <br />duties performed, hours worked, pay procedures and organizational structure. Many <br />organizations have, or plan to, adopt a more aggressive posture with regards to EMT-P <br />salaries. These effects will have a market influence over the next two years as budget <br />cycles are completed and new budgets are implemented. No change in grade is <br />recommended at this time, however, it is recommended that a comprehensive review be <br />conducted on EMT-P and related positions in the near future. <br /> <br />Child Support Agent II - Response was high and a high level of confidence in <br />comparability was found. This position is also subject to SPA criteria, which further <br />validates comparability. No change in grade is recommended. <br /> <br />Codes Enforcement Officer - Response was high and a high level of confidence in <br />comparability was found. Extensive follow-up was conducted on this position to verify <br />comparability as it relates to the level and areas of certification that code enforcement <br />officer's posses. No change in grade is recommended. <br /> <br /> <br />