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.
Compensation Philosophy:
The purpose of Los Alamos County's compensation philosophy is to define a competitive total compensation approach that enables us to achieve our overall mission, vision and goals. The County is committed to providing a compensation program that is market competitive, which provides a good balance between compensation, benefits and rewards, and enables us to recruit, retain and reward a high performing and motivated workforce that supports our commitment to serve our citizens.
In determining market competitiveness, the County considers peer employers of similar size, providing like services, and in comparable industries. Different geographic labor markets are considered in accordance to the Compensation Administration Policy as follows: a) Local/Statewide: Grades 101-125; b) Statewide/ Southwest Regional: Grades 125-132 and 201-215; and c) National: Grades 301 and above.
In developing a Salary Plan, the County takes into account both the external market value of benchmarked jobs and the internal value of non-benchmarked jobs within an overall structure of job families.
Compensation Structure:
The Salary Grade Structure contains the following parameters:
Grades are 5% apart at minimum.
The progression through the salary range is determined by a step plan consisting (50) one percent steps.
The salary plan is comprised of three bands, which mirrors the areas from which we tend to recruit from. Generally speaking the bands are defined as the 100 series for non-exempt (Local/Statewide), the 200 series for exempt (Statewide/Southwest Regional), and the 300 series for executive positions (National).
Represented positions within Fire, Police, Public Works, and Utilities are not included in the compensation and classification plan.
Other Changes:
Two positions were un-archived, including the Housing Program Manager, Assistant to County Manager, and the position of Environmental Services Specialist was archived.
During 2023, there were six positions that were converted to Bargaining Unit positions and no longer included in the FY2024 Salary Plan including Traffic Electricians 1, 2 & 3 and Electrical Apprentice, Electrical Journeyman, and Electrical Foreman.
Title changes include Program Coordinator to Court Program Coordinator, Parks Maintenance & Trails Specialist 1, 2, & 3, to Parks Maintenance Construction Specialist 1, 2 & 3, (with job descriptions currently under review), Fire & Life Safety Technology Specialist to Fire Technology Specialist, and one new position of Senior Project Manager (Attachment C).
Fiscal and Staff Impact/Planned Item
If approved by Council on February 27, 2024, salary plan and related pay changes would be effective beginning on March 17, 2024.
The estimated total annual increase is _____dollars. For the remainder of FY2024 the adopted budget already includes funding for these changes.
The staff impact is minimal as these are planned administrative changes.
Attachments
A - 2023 Market Study Presentation
B - Proposed FY2024 Salary Plan (for regular and limited-term positions, excluding union and contract positions)
C - Senior Project Manager Job Description