Laserfiche WebLink
Food Service Supervisor - Comparables were limited primarily because many <br />organizations in the survey group have outsourced this function. Survey results <br />indicated the position's salary range is substantially more aggressive that those <br />compared. Additional comparisons were made from our existing wage library and this <br />indicated the position is also higher than those compared in the private sector. Based <br />on survey data, it is recommended the position be reduced two-grades to salary grade <br />64 <br /> <br />HVAC Technician - Response was high and a high level of confidence in comparability <br />was found. No change in grade is recommended <br /> <br />Income Maintenance Supervisor 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 />Purchasing Agent - Response was high and a moderate level of comparability was <br />found. Based on survey data and considering the variances in duties performed, a one- <br />grade increase, to grade 68 is recommended. <br /> <br />Real Estate Appraiser - 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 in duties performed and other considerations such as certification <br />requirements, re-evaluation cycles, vehicles provided and mileage remuneration. Many <br />organizations have, or plan to, adopt a more aggressive posture with regards to real <br />property appraisers. These effects will have a market influence over the next two years <br />as budget cycles are completed and new budgets are implemented. No change in grade <br />is recommended at this time, however, it is recommended that a comprehensive review <br />be conducted on real property appraisers in the near future. <br /> <br />Fire Marshal - Response was high and a moderate level of comparability was found. <br />Survey results indicated the position to be approximately 30% below market. However, <br />it is recognized that the reporting relationship of this position is not as high as in other <br />organizations. Based on survey results and taking into account the unique reporting <br />relationship, it is recommended the position be increased three-grades to salary grade <br />71. <br /> <br />Social Worker III - Response was high and a high level of confidence in comparability <br />was found. This position is also subject to SPA criteria, which further validates <br />comparability. Many organizations have, or plan to, adopt a more aggressive posture <br />with regards to social work classes. Many have already implemented bonus or <br />additional compensation plans for positions assigned to high risk areas such as child <br />protective services. These effects will have a market influence over the next two years <br />as budget cycles are completed and new budgets are implemented. No change in grade <br />is recommended at this time, however, it is recommended that a comprehensive review <br />be conducted of social work and other human service classes in the near future. <br /> <br /> <br />