Whats happening with Merit Increases and Salary Scale - PowerPoint PPT Presentation

 What’s happening with Merit Increases and Salary Scale Adjustments.  Pay & Classification Study Results.  The Implementation of a new Salary Pay Plan.  What’s next?  Questions????

 FROM A 3% Merit Increase to a 5% Merit Increase!  Ranges between 0% - 5% based on evaluation score.  Moving to a Performance Based System.  Improve customer service.  Employees will have control of their increases.  Will move employees to the MID-point range of their grade quicker.  Will have a “mid -year check- in” with employees who do not receive the 5% Merit.  No Salary Scale Adjustment for FY 17/18 (2% in prior years). (SUBJECT TO CHANGE BASED ON BUDGET)

Counties Municipalities Other Alamance Johnston Charlotte State of North Carolina Alexander Lincoln Concord Cabarrus Mecklenburg Hickory Catawba Orange Mooresville Davidson Rowan Salisbury Forsyth Union Statesville Gaston

 Develop, Adopt, and Implement a Salary Administration Philosophy.  Administer a Market-Based Salary Administration Practice.  Address Compression.

 May receive a Market Adjustment Increase AND Longevity Increase.  May receive Market Adjustment Increase, but NO Longevity Increase.  May receive Longevity Increase, but NO Market Adjustment Increase.  May NOT receive a Market Adjustment Increase NOR a Longevity Increase. % of pay increases will vary based on where an individual’s salary is on the pay scale and how long they have been employed.

MARKET ADJUSTMENT SCENARIOS/ TRANSITIONING TO A NEW PAY PLAN (46 GRADES 88 STEPS) Steps 0 1 2 3 (45 Grades/No Steps) Grades Minimum Midpoint Maximum Grade Annual Annual Annual 10 $17,259.85 $20,757.80 $26,770.12 51 17,259.8517,346.1517,432.8817,520.04 11 $18,053.80 $21,712.65 $28,001.55 52 18,053.8018,144.0718,234.7918,325.96 12 $18,884.28 $22,711.44 $29,289.62 53 18,884.2818,978.7019,073.5919,168.96 13 $19,752.95 $23,756.16 $30,636.94 54 19,752.9519,851.7219,950.9820,050.73 14 $20,661.59 $24,848.95 $32,046.24 55 20,661.5920,764.9020,868.7220,973.06 15 $21,612.02 $25,992.00 $33,520.37 56 21,612.0221,720.0821,828.6821,937.82 16 $22,606.17 $27,187.63 $35,062.31 57 22,606.1722,719.2022,832.8022,946.96 17 $23,646.06 $28,438.26 $36,675.17 58 23,646.0623,764.2923,883.1124,002.52 18 $24,733.78 $29,746.42 $38,362.23 59 24,733.7824,857.4424,981.7325,106.64 60 25,871.5326,000.8926,130.8926,261.55 19 $25,871.53 $31,114.76 $40,126.89 61 27,061.6227,196.9327,332.9127,469.58 20 $27,061.62 $32,546.03 $41,972.73 62 28,306.4528,447.9928,590.2328,733.18 21 $28,306.45 $34,043.15 $43,903.48

167 180 160 137 126 140 120 98 100 74 65 80 62 50 60 39 36 32 40 19 17 20 0 A B C D E F G H I J K L M • The graph shows 41% of employees have salaries less than 10% above their salary grade minimum (first three bars). • 76.6% of employee salaries are below the mid-point of the salary range. • Bar M (with 32 employees) represents employees with salaries at their salary range maximum. • Bar L (with 19 employees), are employees with salaries within 5% of their salary range maximum.

 This is a ONE-TIME PERMANENT INCREASE added to the base pay.  It will not be included in future Pay & Classification Studies.  Amount is added to the base salary unless you are at the maximum of the pay grade – then it is a ONE-TIME bonus.

Years of Total Percentage Service Increase 0 but less than 3 years 0% 3 but less than 8 years 1% 8 but less than 15 years 2% 15 but less than 20 years 3% 20 or more years 4%

Keith Urban is a Detention Officer. * Currently he’s a grade 65 (pay range is $32,395 -$50,245). * His current base salary is $32,395. * The Pay & Classification Study recommends the Detention Officer job grade to be increased to a grade 66 (new grade 25 with pay range of: min. $33,885 / mid. $40,752/ max. $52,556). * He has been employed for 4 years. Market Adjustment Increase added to Base Pay - $ 1,490.00 1% increase on NEW salary for Longevity- $ 339.00 New Annual Base Pay - $ 34,224.00 In addition, the maximum on his grade increased an additional $2,311 so he will have the potential to reach the maximum range quicker with a 5% merit increase.

Brantley Gilbert is an Animal Control Officer. * Currently he’s a grade 65 (pay range is $32,395 -$50,245). * His current base salary is $32,395. * The Pay & Classification Study recommends the position to be increased to a grade 66 (new grade 25 with a pay range of: min. $33,885 / mid. $40,752 / max. $52,556). * He has been employed for 6 months. Market Adjustment Increase added to Base Pay - $ 1,490.00 Longevity Increase for 6 months of service- $ 0.00 New Annual Base Pay - $ 33,885.00 In addition, the maximum on his grade increased an additional $2,311, so he will have the potential to reach the maximum range quicker with the 5% merit increase.

Miranda Lambert is an Income Maintenance Caseworker II. * Currently she’s a grade 64 (pay range is $30,970 - $48,035). * Her current base salary is $38,000. * The Pay & Classification Study recommends the position to be increased to a grade 65 (new grade 24 with a pay range of min. $32,395/ mid. - $38,960 / max. $50,245. * She has been employed for 20 years. Market Adjustment Increase added to Base Pay - $ 0.00 4% increase on NEW salary for longevity - $ 1,520.00 New Annual Base Pay - $ 39,520.00 In addition, the maximum on her grade increased an additional $2,210 so she will have the potential to reach the maximum range quicker with a 5% merit increase.

Carrie Underwood is a Paramedic. * Currently she’s a grade 66 (pay range of $33,885-$52,556). * Her current base salary is $40,399. * The Pay & Classification Study recommends the Paramedic job grade to be increased to a grade 67 (new grade 26 with a pay range of $35,444- $54,974). * She has been employed less than three years. Does Carrie receive a Market Adjustment Increase or a Longevity Increase? NO and WHY NOT? What’s the Plus for Carrie? With the top of the scale increasing an additional $2,418, she will have potential for more money when she reaches the maximum of the scale. She will move there quicker with a 5% merit increase.

 ULTIMATE GOAL - to ensure we CONSTANTLY stay competitive in the Market versus periodically reviewing positions for upgrades and occasionally giving a small % of employees a 4.5% pay increase. How we will do this:  Through this new Market Study process, we will adjust salaries for INDIVIDUALS who are not at the minimum pay of the Market minimum.  POSITIONS will be reviewed more often to ensure our salary ranges for POSITIONS remain competitive AT ALL TIMES in the Market.  INDIVIDUAL longevity increases will NOT be included in future studies. This ONE-TIME increase ADDED TO THE BASE SALARY is to address those with three or more years of service who were here when no pay increases were given.

 Pay adjustments are contingent upon Board of Commissioner Adoption of the Budget in mid-May.  After the Budget is Adopted, Department Directors or Supervisors will cover each individual’s results from the Study.  Effective date of increases will be effective at the latest – 6/22/17 (check date 7/14/17).  Anytime through this process, if you have questions, please go through your Department Director and they will involve HR if needed. If you feel you are not getting answers from your Director, please contact myself or Karen Williams.