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Regular Agenda Item 4. C.
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| Regular BOS Meeting |
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| Information |
| Request/Subject |
| Fiscal Year (FY) 2018-2019 update to the Gila County Classification & Compensation (C&C) Study originally implemented June 30, 2014. |
| Background Information |
Gila County embarked upon a C&C Study in 2013. The study was initiated in an effort to review current jobs, ensure internal equity and compare employee pay against the marketplace. A consultant, Ulibarri-Mason Global HR a/k/a UM Global HR, was retained in order to accomplish the task.
In December 2016, the County again retained UM Global HR to update the C&C Study to help ensure the County's compensation plan was comparable with the regional marketplace for similar local governmental units. |
| Evaluation |
On April 29, 2014, the Board of Supervisors (BOS) approved the consultant's recommendations by accepting their final report, adopting a new classification and compensation plan, authorizing $1.4 million to fund recommended employee pay changes, and instructing staff to place all appropriate pay changes on the Human Resources Agenda for Board action at their June 3, 2014 meeting. Additionally, UM Global HR recommended appropriate changes to employee pay to: (1) bring salaries to the minimum of the new salary range, if necessary; and (2) recognize job complexity, range penetration, and years of service. Employees having less than 1.5 years of service were not eligible for additional pay consideration and the years of service consideration maximum was 20 years. The BOS adopted the C&C Plan also specifically limited the range penetration for new County employees as follows:
Pay Grade Range Penetration
110-310 10%
320-390 15%
400-420 25%
430-500 50%
The results of the FY 2017 & 2018 UM Global HR update was again to recommend appropriate changes to employee pay to: (1) bring employee salaries to the minimum of their new salary range, if necessary; and (2) recognize years of service without restrictions. Additionally, with implementation of the FY 2018-2019 C&C Study, it is recommended that new employees may be hired at up to 50% (mid-point) of the applicable pay grade with the following guidelines and limitations:
- Internal equity within the office or department and the County must be maintained.
- Credit for external years of experience must be directly related. Similar experience may be given partial credit (e.g., a corporate accountant is similar but not directly related to a governmentally experienced accountant and will only receive partial credit).
- The County Manager, or designee, may give minimal consideration to new employee compensation for hard to fill positions (e.g., positions that go unfilled for six months or longer).
- For a new employee to receive consideration for compensation greater than the pay grade minimum, the new employee's qualifications must exceed the job description's minimum requirements.
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| Conclusion |
Implementation of the FY 2018-2019 undated UM Global HR C&C Study, which includes grade and compensation changes, will not exceed a cost of $2.M. If approved, the grade and compensation adjustments will be effective for the pay period beginning Sunday, July 8, 2018, and reflected in employees' July 27, 2018, paychecks. Every employee will receive at the minimum, a $1,000 annual pay increase.
All elected officials and department directors have been apprised of UM Global HR's recommendations for their office or department. Approval of this item will authorize the implementation of all recommended applicable changes to employee records
All new employees hired prior to Sunday, July 8, 2018, will be evaluated for compliance with the FY 2018-2019 pay plan. Elected official salaries are established by state statute and are not included in this plan. |
| Recommendation |
| Staff recommends that the BOS approve the UM Global HR's recommended fiscal year 2018-19 pay plan with compensation adjustments to become effective for the pay period beginning Sunday, July 8, 2018, and reflected in employees' July 27, 2018, paychecks. |
| Suggested Motion |
| Information/Discussion/Action to approve UM Global HR's recommended FY 2018-19 pay plan with compensation adjustments to be effective for the pay period beginning Sunday, July 8, 2018, and reflected in employees' July 27, 2018, paychecks. (Shelley McPherson) |
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