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Detective - Response was high and a high level of confidence in comparability was <br />found. Extensive follow-up was conducted on this position to verify comparability. No <br />change in grade is recommended. <br /> <br />Librarian - Response was high and a high level of confidence in comparability was <br />found. No change in grade is recommended. <br /> <br />Planner - Response was moderate and a moderate level of comparability was found. <br />Planner positions frequently have varying job descriptions and total reliance on market <br />data to make grade recommendations can be problematic. Further information was <br />gathered from the Regional COG to facilitate analysis. Based on survey data and <br />information provided by the Regional COG, no change in grade is recommended. <br /> <br />Lieutenant - Response was high and a high level of confidence in comparability was <br />found. Extensive follow-up was conducted on this position to verify comparability. No <br />change in grade is recommended. <br /> <br />Public Information Coordinator- Response was moderate and a high level of <br />comparability was found. Most of the responding organizations were larger, which <br />trended the salary comparisons upward, however, follow-up analysis suggested the job <br />descriptions to be comparable. Based on survey data, it is recommended the position <br />be increased one-grade, to grade 71. <br /> <br />Social Work Supervisor III - 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. Many organizations have, or plan to, adopt a more aggressive <br />posture 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 near future. <br /> <br />Tax Collection Supervisor - 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, especially with regards to reporting relationships and organizational <br />structure, considering the Tax Administrator form of operations. Based on survey data, <br />a one-grade increase, to grade 72 is recommended. <br /> <br />Parks and Recreation Director- Response was limited and a moderate level of <br />confidence in comparability was found. It was reported during the draft presentation of <br />the study that a reduction in the scope of services had been implemented for the <br />position. Survey data indicated the position to be 7% below market. Based on survey <br />data and the revised scope of duties, a one-grade increase to salary grade 76 is <br />recommended. <br /> <br /> <br />