BC 2007 03 26 Regular - Laserfiche WebLink

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March 26, 2007 (Regular Meeting) Page 308 The recommended classification changes are based on updating required duties and qualifications, internal equity within and between departments, and the market influence on recruiting and retaining quality employees. The suggested changes result in a salary expense increase of $138,300.00. This is within the budgeted amount. UPON MOTION of Commissioner White, seconded by Commissioner Privette and unanimously carried, the Board adopted the Classification and Compensation Review recommendations by the consultant, Springsted Incorporated and staff effective March 30, 2007 and waived the 10 percent maximum annual salary increase policy for implementation, and directed staff to update documents and records as necessary for implementation. The approved salary grade changes included the following: Clerk to the Board (70 to 71); Human Resources Technician (64 to 65); Safety and Risk Manager (70 to 71); Health and Wellness Manager (71); Cable Associate Producer (65 to 66); Cable Television General Manager (71 to 71); Community Relations Coordinator (67 to 68); Communications and Outreach Manager (71 to 72); Deputy County Manager for Operations (85 to 67); Deputy County Manager for Administration (85 to 87); E-911 Address Coordinator (72); Information Technology Director (81 to 82); Register of Deeds (75 to 76); Elections Clerk (56 to 60); Senior Elections Clerk (61 to 62); Election Systems Specialist (65 to 66); Assistant Elections Director (66 to 67); Elections Director (73 to 79); Accounting Technician (63 to 64); Accounting/Payroll Technician (66 to 67); Accountant (70 to 71); Assistant Finance Director (76 to 77); Finance Director (82 to 83); Budget Analyst (66 to 68); Tax Associate (60 to 61); Tax Program Assistant (61); Tax Collection Assistant (61 to 62); Senior Tax Collection Assistant (61 to 69); GIS Mapper (65 to 66); Senior GIS Mapper (67 to 68); Personal Property Appraiser (65 to 67); Senior Real Property Appraiser (68 to 70); Personal Property Supervisor (68 to 70); Real Property Supervisor (67 to 70); Tax Collection Supervisor (66 to 70); Land Records Manager (70 to 71); Tax Collection Manager (73 to 79); Deputy Chief Codes Enforcement Officer (71 to 72); Chief Codes Enforcement Officer (73 to 79); Commerce Director (81 to 82); Emergency Management Director (76 to 78); Building Maintenance Mechanic (62 to 63); Building Maintenance Supervisor (69 to 70); Fleet Maintenance Supervisor (69 to 70); General Services Director (76 to 80); Scale Attendant (58 to 60); Recycling Technician (60 to 61); Waste Reduction/Recycling Coordinator (68 to 69); Heavy Eguipment Mechanic (65); Transportation Supervisor (63 to 69); Transportation Driver/Dispatcher (59); Transportation Operations Manager (67 to 69); Library Page (50 to 52); Library Assistant (61 to 62); Senior Library Assistant (69 to 65); Library Branch Manager (72 to 73); Recreation Facility Operator (52 to 54); Park Ranger Part Time (55 to 59); Senior Park Ranger (64); Parks Superintendent (68 to 71); Athletic Program Supervisor (68 to 69); Parks Development Manager (70 to 72); Fair Manager (68 to 69); Chief Deputy (76 to 78); Emergency Medical Technician Paramedic (65 to 66); Emergency Medical Services Crew Chief (67 to 68); 9H/SOS Counselor (59 to 60); Nutrition Site Assistant (53 to 55); Nutrition Site Supervisor (55 to 57); Nutrition Site Coordinator (56 to 58); Nutrition Program Coordinator (65 to 67); In-Home Service Aide (59 to 55); Caregiver Support Specialist (69 to 65); Senior Center Supervisor (57); Senior Center Program Coordinator (65 to 66); Wellness Coordinator (65 to 66); Aging Program Coordinator (66 to 67); Aging Services Program Manager (68 to 69); Director of Aging Services (76 to 78); Community Social Service Assistant (59 to 55); Community Social Service Technician (58 to 59); Income Maintenance Technician (59 to 60); Income Maintenance Caseworker I (61 to 62); Income Maintenance Caseworker II (63 to 64); Income Maintenance Caseworker III (65 to 66); Income Maintenance Investigator I (63 to 69); Income Maintenance Investigator II (65 to 66); Income Maintenance Supervisor II (67 to 68);Income Maintenance Supervisor III (69 to 70); Income Maintenance Administrator I (72 to 73); Income Maintenance Administrator II (74 to 75); Child Support Agent I (65 to 66); Child Support Agency II (67 to 68); Lead Child Support Agent (68 to 69); Child Support Supervisor I (69 to 70); Child Support Supervisor II (70 to 71); Child Support Supervisor III (71 to 72); Computing Support Technician I (63); Accounting Technician III (63 to 69); Accounting Clerk IV (60 to 61); Office Assistant III (58 to 59); Program Assistant V (62 to 63); Processing Assistant III (58 to 59); Processing Assistant IV (60 to 61); Processing Assistant V (62 to 63); Work Processor III (58 to 59); Processing Unit Supervisor IV (60 to 61); Processing Unit Supervisor V (62 to 63); Attorney I (76 to 77); Human Resources Placement Specialist (63 to 64); Human Services Deputy Director (78 to 79); County Social Services Director (83 to 89). (E-22) Increase Premium for Health Insurance The County has funded the medical plan at $945.00 per employee per month since the 2009-2005 plan year. In the 2005-2006 plan year, the claims for the medical plan increased by 12~. In the current plan year, there has