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Personnel Ordinance Changes —July 2018 <br />Explanation of Changes <br />Human Resources has reviewed several updates with County Management and requests modification to <br />these Ordinance sections: <br />Article I. Organization of Personnel System, Section 3. Definitions - clarifications of employee types <br />and associated Munis system codes. Several new definitions were also added to ensure current payroll <br />system object codes are identified. Several related updates were made to the Leaves of Absence section <br />of the Personnel Ordinance to utilize the defined object codes for enhanced employee and supervisor <br />clarify. <br />Article III. The Pay Plan, Section 3. Use of Salary Ranges, (c) Merit Increase Administration - adding <br />language to address treatment of those at top of pay range as recommended in last salary study. <br />Employees who have achieved the top of their salary range have been previously unaddressed by the <br />merit system despite receiving positive performance reviews. This change follows a recommendation <br />from the salary study presentation by Stephanie Oberg with The Employers Association (TEA) when she <br />presented last spring. This process change will allow all employees to benefit from theirjob <br />performance reviews by providing an annual lump sum for those that have reached the range <br />maximum. This will not add ongoing salary costs but will serve as a motivator for continued strong <br />performance. <br />Article III. The Pay Plan, Section 12. Sheriff's Education Incentive Program - changes to reflect <br />recommendation from last salary study. <br />This topic was also addressed in the TEA salary study recommendation where we were encouraged to <br />move all employees into one compensation system for the Sheriff's Educational incentive. This program <br />was restructured several years ago to recognize only those with the achievement of full degrees versus <br />by class hours. Flat amounts were stated in the Ordinance for bachelors and masters degrees. Through <br />use of a salary calculation tool with new hires we had started to recognize Sheriff s office degrees <br />through the initial salary offer as we do with other departments. This was an issue with two pay <br />practices in place. In addition, this pay type has been challenging in the transition to our new <br />timekeeping system. <br />The recommended solution is to treat all employees consistently and add the incentive amount into <br />base pay whether a current degreed employee or one who comes to the County. HR also received <br />incentive practices for surrounding areas and learned that our current method was not financially <br />competitive. Most were using a percent of salary versus a flat amount that does not change over time <br />as responsibilities grow. <br />Aftchmenl number 2 \n <br />F-12 Page 120 <br />