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OTHER CONSIDERATIONS <br /> <br />Conducting and implementing a compensation/classification update on selected <br />positions, as opposed to the entire organization, can disturb an organization's existing <br />internal equity with regards to comparable worth (equal pay for equal work). The <br />following recommendations are made taking into account internal equity concerns. <br />Many of the recommendations are made as a result of the existing hierarchy of <br />positions (i.e.. Sr. GIS Mapper as a result of the recommended increase for the GIS <br />Mapper), others are made based on The Scott Group's experience in conducting similar <br />studies for approximately 45 counties in North Carolina and numerous other <br />organizations. Still others are made because of our extensive library of wage data <br />indicates certain positions are Iow in the market and are noteworthy. <br /> <br />Title <br /> <br />Current Grade Recommended Grade <br /> <br />Sr. GIS Mapper 65 <br />Sr. Codes Enforcement Officer 67 <br />Emergency Medical Services Director 75 <br />Library Director 77 <br />Tax Administrator 78 <br />Human Resource Director 78 <br />County Social Services Director 81 <br /> <br />67 <br />68 <br />76 <br />78 <br />79 <br />79 <br />82 <br /> <br /> <br />