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ICABARRUSCOU ffl <br /> <br />MEMORANDUM <br /> <br />TO: <br /> <br />FROM: <br /> <br />JOHN WITHERSPOON <br />COUNTY MANAGER <br /> <br />DON MOORHEAD ~'~ <br />PERSONNEL OFFICER <br /> <br />DATE: May 11, 1992 (Updated May 26, 1992) <br />SUBJECT: PAY PLAN AND RELATED MATTERS <br /> <br />I have reviewed the current pay plan changes effective January 1, <br />1992 (currently on hold), with most department heads, the Personnel <br />Committee and many other employees. Their key concerns were: <br /> <br />Stability - After three different plans in three years, <br />there is need for a system that is fair, consistent and <br />not changing at frequent intervals. Also, the Merit Pay <br />system developed with employee input was not given a <br />chance to work. <br /> <br />e <br /> <br />Maintaininq Full Fundinq of Traininq (Development) <br />Increases - Supervisors and employees both see these as <br />having been a major factor in recruiting and retaining <br />quality staff. <br /> <br />Limit on Within-the-Ranqe Pay Increments - The <br />limitation on only one of the following: promotion, merit <br />increase, position reclassification, or pay plan <br />adjustment would lead to uneven application of pay <br />matters based strictly on the random timing of personnel <br />actions in an employee's career. <br /> <br />Pay Rates in Promotion, Transfer and Reclassification - <br />The 7.5 percent limit on the salary increase will lead to <br />more than a few requests for salary exceptions. <br /> <br />Preference for a Pay Scale with Steps - Supervisors and <br />administrative staff feel the loss of a good planning and <br />salary explanation tool. <br /> <br /> Office of the County Manager <br /> <br />P O Box 707 · Concord, NC 28026-0707 · (704) 788-8t00 · Charlo~le 375 0492 <br /> <br /> <br />