Title
Discussion and possible action on the 2023 Market Study and updated FY2024 Salary Plan.
Recommended Action
I move that the Personnel Board recommend Council approve the updated FY2024 Salary Plan.
Body
Staff is presenting on two topics which are:
1) The result findings from the 2023 Market Study.
2) Proposal to update the FY2024 Salary Plan.
The results of this discussion will be used for final development of the budget by the deadline.
Background:
Personnel Rule 303 requires a compensation market study be conducted every four years and the last market study was conducted in 2019. During 2023, the HR staff worked with Senior Management to identify 12 peer employer groups to seek salary information from, as a part of this market study. Seven out of the 12 responded.
Out of the 282 total County job titles, 175 were identified to be benchmarked. Of the original 175 benchmark jobs, 147 had sufficient data to make a market comparison. On average, benchmarked positions are paid 14% above market median.
There were 33 positions identified (15 under 95%) (18 at 135% and above) as a result of the study that might need potential grade movement both positive and negative. Staff reviewed positions lagging the market midpoint by more than 5% and leading the market midpoint by more than 35% to initially recommend adjustments. Staff then further reviewed the analysis from previous studies, recruitment data, internal equity, and other factors and developed for consideration an implementation plan to be applied to the recommended FY2024 Salary Plan. The result in the updated FY2024 Salary Plan has recommended changes for 75 positions.
The County Charter, County Code, and Personnel Rules and Regulations provide the basic framework through which the job classification and compensation system is maintained and administered. The establishment of new job classes, abolishment of existing classes, and grading of the job classes are subject to approval by Council.
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