MAPS Group Since 1983 Services • Class & Compensation Studies • Personnel Policy development • Council & Staff Retreats • Management & Supervisory Training • Team Building • Performance Evaluation
MAPS Group Since 1983 Services • Class & Pay Studies • Personnel Policy development • Council & Staff Retreats • Management & Supervisory Training • Team Building • Performance Evaluation
MAPS Group Services • Assessment Center • Selection Process Design • Organizational Development • Personnel Officer Circuit Rider
Clients Include Municipalities Counties • Apex • Avery • Boone • Dare • Brevard • Harnett • Creedmoor • Hyde • Concord • Iredell • Garner • Mitchell • Hendersonville • Nash • Valdese • Vance
Clients Include Other Agencies Other Agencies • NCLM • Land of Sky Regional Council • Institute of • Benson Housing Government Authority • RDU Airport • Albemarle • Isothermal Planning Commission and Development • Wilkesboro Housing Commission Authority • Mid-east Commission
Why Have Class & Pay Plan & Update it? Recruit & Retain Employees Internal Equity Equal Pay for Equal Work Maximize Cost Effectiveness Defensible System
Classification & Range Revisions Why Do Studies? (3 to 5 years) • Jobs Change – New Technology & Regulations – New Services & Reorganization • Market Changes at different rates for different jobs • Study updates and adjusts both classification and salary range
Steps in Class\Pay Study Identify Need Salary Survey Employee Complete Analysis Orientation & Write Report Questionnaires Report Draft Review Interviews Finalize Report Analysis Present to Board
Methodology: Position Classification - Terminology Classification Position Class Specification Employee
These are not classification factors: Volume of Work Length of Service Employee Qualifications Employee Work Performance
These are Classification Factors: Difficulty, Complexity & Variety of Work Public Contact Education & Experience Requirements Work Environment & Hazards Physical Effort Supervision Given Supervision Received
Compensation System Components Class & Range Revisions Annual Market Adjustment Range Movement - Merit\Performance Pay Longevity Pay
I. Class and Market Changes Jobs change: • Reorganizations • New services • New technology • New regulations Market Changes at different rate for different jobs Study updates classifications and market
II. Annual Market Adjustment (Cost of Living Adjustment) Includes • Consumer Price Index (CPI) • Cost of Living in the local area Moves hiring rate and maximum so the plan stays competitive Helps avoid the cost of turnover (estimated at 66% to 125% of annual salary by US Chamber of Commerce)
III. Range Movement/ Merit/Performance Pay Purpose • Reward High Performance • Move Salaries Up Through the Range Trend • More Local Jurisdictions Implementing • More emphasis on valid performance evaluation, training supervisors, and focusing on improvement, not judging
IV. Longevity Pay Rewards & Recognizes Employees Length of Service • Lump Sum • Fourth Priority in Pay Plan based on organizational impact • Merit Performance - versus Seniority Trend in some parts of state • Set Dollar vs Percentage
Iredell County Distribution Analysis Histogram 160 140 120 # Employees 100 Series1 80 60 40 20 0 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% 55% More Range Position
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