Title
Approval of the revised FY24 Salary Plan Job Class Order
Recommended Action
I move that Council approve the revised FY24 Salary Plan Job Class Order schedule as shown in Attachment A.
County Manager's Recommendation
The County Manager recommends that Council approve the revised FY24 Salary Plan Job Class Order as requested.
Body
Tonight staff is requesting that Council approve the revised FY24 Salary Plan Job Class Order schedule. The FY24 Salary Plan Job Class Order document represents the County's job titles and salary grades arranged by Job Classes/Families, to include the minimum, midpoint and maximum of the grade, and the Fair Labor Standard Act (FLSA) designation of Exempt (EX) or Non-Exempt (NE) for each position (Attachment A).
The County Charter, County Code and the 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 and the abolishment of existing classes are subject to approval by Council.
Addition to the FY24 Plan -
One of the Strategic Goals of Council is Recruitment & Retention. To that end, the recruitment function needs greater focus in order to help recruit and retain County employees. Therefore Human Recourses is requesting to create a new position: Recruitment Manager, the position would be a grade 210 (min $87,798 mid $115,382 max $142,966) and the position would be FLSA Exempt. There would be no change in FTE count, as it is anticipated that a current HR Analyst 3 will fill this position.
As a result of the above change, the title of the Compensation & Recruitment Manager will be change to Compensation Manager. This position has been recently tasked with more complex calculations and creation of additional compensation structures related to collective bargaining agreement (CBA) changes and the existing grade of 210 will remain the same as will the Exempt FLSA Status, there is no budget impact associated with this change.
Additionally, staff is requesting to change the title of the Assistant HR Manager to Deputy HR Manager, the grade 212 (min $96,797, mid $127,208 max $157,619) and Exempt FLSA status would remain the same.
Grade Changes in the FY24 Plan:
Recent CBA changes have created wage compression between the public safety (fire and police) union positions and non-union command staff positions. To mitigate the results of internal wage compression both Deputy Police Chief's and Deputy Fire Chief's salary grade will increase by one grade from 302 (min$ 117,658 mid $ 154,623 max $ 191,533) up to a grade 303 (min $123,541 mid $162,354 max $201,168) and the Police Commanders and the Fire Battalion Chief positions will be increased by one grade, going from the current grade of 214 (min $106,719 mid $140,247 max $173,776) up to grade 215 (min $112,055 mid $147,260 max $182,465).
Alternatives
Council could choose to not approve the changes to the FY24 Salary Plan Job Class Order
Fiscal and Staff Impact/ Planned Item
The fiscal impact in HR is estimated to be under $20,000 annually. The one grade change in public safety positions equates to approximately a 5% increase. The current year budget is adequate to accommodate these changes.
Attachments
A - FY24 REVISED Salary Plan Job Class Order
B - Recruitment Manager job description