HomeMy WebLinkAboutC.054.93011_1065 (2)Browder said that if the benefits did not change, the county could expect a 20%
cost increase.
Commissioner Robertson asked how much money was in a 20% increase.
He was told it was a million dollars.
Harris said the county had 44 retirees on the plan.
Mashburn said the county currently had 250 employees, age 50 and over, who
would probably choose to remain on the plan until they were 65. He said they would
expect to have the coverage, but for the new hires, there was no requirement stipulating
the county had to provide them with retiree coverage.
Pay Comparison Study: Human Resources Director Carolyn Harris said in the
past, a private consultant had been hired to provide position and pay studies. She said
now; however, that Administrative Officer Cynthia Eades could provide the studies that
would insure that county salaries were in line with the job market. Hams said Eades
was a graduate of Wake Forest University, and she also held a Masters Degree from
UNC -Chapel Hill. Mrs. Harris said Eades had work experience in several county and
municipal human resource departments.
Eades said the largest department that was evaluated this year was the sheriff's
department, and five positions were recommended for changes; however, 68 employees
were affected. She said across all of the occupational groupings, 77 positions were
studied. Eades then reviewed a chart (as follows) about pay increases that were
recommended to become effective July 1, 2006.
Eades said a four-year study cycle had been devised, and she would
review occupational groupings instead of particular departments. She said it was
best to use this method, because if an office support specialist position was
studied in the sheriff's department, the same position might need to be studied in
social services. Eades said horizontal equity needed to be maintained with each
department. A chart showing the four-year cycle is as follows:
RECOMMENDATIONS EFFECTIVE JULY 1, 2006
Occupational
Group
Department
Position Changes #
By Department Employees
Involved
Department
Cost
Trades/Cra
Support Services
2 2
$ 3,732.52
Solid Waste
6 7
$13,307.80
Para -
Professional
Elections
1 1
$2,237.09
Recreation
3 3
$5,099.91
Technical
Tax Admin.
5 5
$14,192.11
Public Sa e
Sheriff
5 68
$140,258.87
Emergency
Services
Animal Control
3 4
$6,885.62
Professional
Finance
1 1
$2,958.65
Human
Resources
2 2
$5,716.38
Library
1 1
$3,932.85
TOTAL
$198,321.80
Across all occupational groupings, 77 positions were studied, involving 304 employees.
Recommendations for changes were made for 29 positions, involving 94 em to ees.
Eades said a four-year study cycle had been devised, and she would
review occupational groupings instead of particular departments. She said it was
best to use this method, because if an office support specialist position was
studied in the sheriff's department, the same position might need to be studied in
social services. Eades said horizontal equity needed to be maintained with each
department. A chart showing the four-year cycle is as follows: