AG 1992 06 01 - Laserfiche WebLink

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Pay Plan and Related Matters May 11, 1992 Page 2 I am recommending some changes in the Pay Plan in response to: The preceding concerns. The direction from the Commissioners to reduce the growth in personnel salaries. Your thoughts and direction on these matters. The statement in Section 2 of the Pay Plan that "the Pay Plan of Cabarrus County shall be administered in a fair and systematic manner in accordance with work performed." These recommendations include: The use of Steps 1, Level 2 through Step 4, Level 1 of a salary grade on the proposed pay scale for training increases and/or negotiated employment amounts. Full funding of training (development) increases, if supported by written justification. A. This is the only way we will remain marginally competitive with the average market salaries being paid for our job classes. County salaries are an average of 12.7% above the minimum salary grade levels. Current compara- tive studies have many North Carolina counties and cities with average salaries at 20+% above the minimums. B. A significant part of the cost of our training increases are offset by the reduction in salaries from those of the prior occupants of the positions. In fact, there is a reinvest- ment effect with the savings from an employee that has left a position being used as an incentive for the new employee in that position. Having merit increases become lump sum payments (once a year) that would not be added to an employee's salary base. To receive reoccurring pay for merit, it would have to be earned year by year. Projections using lump sum payments indicate potential savings of $2,275,511 over five years, if funding merit monies at 1% of total salaries. To provide incentive for long-term quality performance it is further proposed that when an employee earns merit pay for three consecutive years, his or her salary base will be increased by the percentage of the third year award. This would be in lieu of a lump sum payment and can not