Macon ‐ Bibb County Proposed Pay Plan January 27, 2015 Developed by
Macon ‐ Bibb County Pay Plan WORK SESSION JANUARY 27, 2015
Discussion Outline Process Pay Scale Grade / Position Listing Longevity
Pay Scale Components Grade ◦ A number assigned to each position based on job duties and responsibilities ◦ Grades range from 1 to 45 ◦ Equal Percentage between grades ◦ Does not consider individual employee Step ◦ A number assigned to each employee based on performance ◦ Steps range from 1 to 14 ◦ Equal percentages between steps ◦ Considers individual employee
Process Organizational Job Descriptions Grade Assignment Step Assignment Chart •Task Force •Started with •Assigned grades •Initial Step Recommended existing. to each position based on based on employees •Commission •Consolidated previous current salary Adopted titles / positions assignments •Department •Drafts reviewed •Compared Heads Named / edited by Externally Department •Department Heads •Compared Heads organized Internally within Departments •Finalized grade assignment Iterative Process: Each Step Impacts the Other
Macon ‐ Bibb County Pay Scale 4% by 4% GRADE Rate 01 02 03 04 Annual $ 23,004.80 $ 23,920.00 $ 24,876.80 $ 25,875.20 01 Bi ‐ Weekly $ 884.80 $ 920.00 $ 956.80 $ 95.20 Hourly $ 11.06 $ 11.50 $ 11.96 $ 12.44 Annual $ 23,920.00 $ 24,876.80 $ 25,871.87 $ 26,906.74 02 Bi ‐ Weekly $ 920.00 $ 956.80 $ 995.07 $ 1,034.87 Hourly $ 11.50 $ 11.96 $ 12.44 $ 12.94
Impact of Implementation • Total Annual Cost (salary only) • $2,633,960 • Adjustments • Range from $0 to $13,478 • Average $1,260 • Compression
Adjustments COST OF LIVING / CPI PERFORMANCE BASED ADJUSTMENT Relates to individual employees Based on available resources, a performance percentage increase can be Typically involves a step increase applied to the entire scale. ◦ Goal is to financially reward ◦ Goal is to keep scale current with employees for good performance. market / competitive ◦ Increases in established increments (value of each step) ◦ Result: Current starting salary ◦ Result: Sally was a Grade 1, Step 1 $11.06 per hour, a 1.7% COLA making $11.06 per hour. She would take starting salary to $11.24 received an excellent performance per hour review and is recommended for a merit increase. Sally goes to Grade 1, Step 2 $11.50 per hour. Jane did not receive an excellent performance review, stays at Grade 1, Step 1.
Longevity Proposal • Establish Separate Program outside of Pay Plan • Flat amount based on years of service • Example $25 per year of service • Cost for year 1 $580,775 (highest $1,125) • Flat amount based on bands of years of service • Using Annual Leave Schedule, increments of $250. • Cost for year 1 is $829,000 Years of Service Grade Adjustment 0 ‐ 5 $0 5 ‐ 10 $250 10 ‐ 15 $500 15 ‐ 20 $750 20+ $1,000
PROPOSED 1/25/2015 MACON-BIBB COUNTY PAY PLAN SUMMARY PROPOSED 1/25/2015 CURRENT ANNUAL (as of PROPOSED AVERAGE DEPARTMENT 1/23/2015)* ANNUAL* VARIANCE VARIANCE % INCREASE ADULT PROBATION & PAROLE $65,666 $70,158 $4,492.80 6.8% $374.40 AGRICULTURE AGENT $23,920 $24,877 $956.80 4.0% $136.69 ANIMAL WELFARE $381,493 $402,875 $21,382.40 5.6% $1,336.40 BOARD OF COMMISSIONERS $0 $0 $0.00 0.0% $0.00 BOARD OF ELECTIONS $253,406 $268,237 $14,830.40 5.9% $1,140.80 BUSINESS DEVELOPMENT SERVICES $1,184,227 $1,289,507 $105,279.62 8.9% $3,096.46 CIVIL COURT ‐ CLERK $496,954 $501,514 $4,559.95 0.9% $325.71 CIVIL COURT ‐ MAGISTRATE $217,256 $225,784 $8,528.00 3.9% $1,421.33 CIVIL COURT ‐ SHERIFF $266,198 $289,078 $22,880.00 8.6% $3,268.57 CIVIL COURT ‐ MAGISTRATE $50,378 $63,856 $13,478.40 26.8% $13,478.40 CIVIL COURT/CLERK $23,005 $24,877 $1,872.00 8.1% $1,872.00 CORONER $89,835 $95,742 $5,907.20 6.6% $1,476.80 COUNTY ATTORNEY $412,714 $415,688 $2,974.40 0.7% $495.73 COUNTY CLERK $214,198 $219,086 $4,888.00 2.3% $814.67 COUNTY MANAGER $1,693,826 $1,742,499 $48,673.00 2.9% $1,315.49 DISTRICT ATTORNEY $383,594 $414,669 $31,074.90 8.1% $739.88 E911 $1,635,005 $1,709,864 $74,859.20 4.6% $1,268.80 EMERGENCY MANAGEMENT AGENCY $113,568 $114,587 $1,019.20 0.9% $203.84 ENGINEERING $1,180,400 $1,215,760 $35,360.00 3.0% $1,473.33 FACILITIES MANAGEMENT $2,209,043 $2,272,212 $63,169.26 2.9% $902.42 FINANCE $1,039,646 $1,087,674 $48,027.20 4.6% $2,287.01 FIRE $14,626,860 $15,064,670 $437,810.88 3.0% $1,091.80 HUMAN RESOURCES $674,898 $721,906 $47,008.00 7.0% $2,765.18 INFORMATION TECHNOLOGY $1,093,248 $1,175,429 $82,181.00 7.5% $2,833.83 INTERNAL AUDIT $144,498 $144,976 $478.40 0.3% $239.20 JUVENILE COURT $413,067 $435,282 $22,214.40 5.4% $1,708.80 MAYOR $105,893 $109,554 $3,660.80 3.5% $1,220.27 MUNICIPAL COURT $541,840 $552,760 $10,920.00 2.0% $840.00 PARKS AND BEAUTIFICATION $1,519,274 $1,566,698 $47,424.00 3.1% $862.25 PROBATE COURT $441,293 $459,618 $18,324.80 4.2% $1,308.91 PROCUREMENT $348,150 $375,773 $27,622.40 7.9% $3,452.80 PUBLIC DEFENDER $99,278 $99,414 $135.12 0.1% $67.56 PUBLIC WORKS $2,665,729 $2,721,056 $55,327.40 2.1% $531.99 RECREATION $2,462,408 $2,603,901 $141,492.57 5.7% $1,572.14 SHERIFF $22,375,766 $23,270,915 $895,149.01 4.0% $1,287.98 SMALL BUSINESS $74,568 $74,714 $145.60 0.2% $145.60 SOLID WASTE $1,838,262 $1,905,779 $67,516.80 3.7% $964.53 STATE COURT $382,616 $389,210 $6,593.60 1.7% $412.10 STATE COURT PROBATION $236,309 $248,518 $12,209.60 5.2% $2,034.93 STATE COURT SOLICITOR $523,806 $562,411 $38,604.80 7.4% $2,969.60 SUPERIOR COURT $287,685 $307,403 $19,718.40 6.9% $1,516.80 SUPERIOR COURT ‐ CLERK $978,869 $1,028,780 $49,911.53 5.1% $1,782.55 TAX ASSESSOR $1,206,338 $1,283,344 $77,006.35 6.4% $2,264.89 TAX COMMISSIONER $1,436,635 $1,475,531 $38,896.00 2.7% $926.10 VEHICLE AND EQUIPMENT MAINTENANCE $876,461 $895,857 $19,396.16 2.2% $746.01 Grand Total $67,288,082 $69,922,042 $2,633,960 3.9% $1,260.87 * does not include vacant funded positions
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