MAPS Group Since 1983 Services Class & Compensation Studies - - PowerPoint PPT Presentation

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Oct 22, 2022 361 likes •538 views

MAPS Group Since 1983 Services Class & Compensation Studies Personnel Policy development Council & Staff Retreats Management & Supervisory Training Team Building Performance Evaluation MAPS Group

SLIDE 1

MAPS Group

 Since 1983  Services

Class & Compensation Studies
Personnel Policy development
Council & Staff Retreats
Management & Supervisory Training
Team Building
Performance Evaluation

SLIDE 2

MAPS Group

 Since 1983  Services

Class & Pay Studies
Personnel Policy development
Council & Staff Retreats
Management & Supervisory Training
Team Building
Performance Evaluation

SLIDE 3

MAPS Group

 Services

Assessment Center
Selection Process Design
Organizational Development
Personnel Officer Circuit Rider

SLIDE 4

Clients Include

 Municipalities

Apex
Boone
Brevard
Creedmoor
Concord
Garner
Hendersonville
Valdese

 Counties

Avery
Dare
Harnett
Hyde
Iredell
Mitchell
Nash
Vance

SLIDE 5

Clients Include

 Other Agencies

NCLM
Institute of

Government

RDU Airport
Isothermal Planning

and Development Commission

Mid-east

Commission

 Other Agencies

Land of Sky

Regional Council

Benson Housing

Authority

Albemarle

Commission

Wilkesboro Housing

Authority

SLIDE 6

Why Have Class & Pay Plan & Update it?

 Recruit & Retain Employees  Internal Equity  Equal Pay for Equal Work  Maximize Cost Effectiveness  Defensible System

SLIDE 7

Classification & Range Revisions

 Why Do Studies? (3 to 5 years)

Jobs Change

– New Technology & Regulations – New Services & Reorganization

Market Changes at different rates for

different jobs

Study updates and adjusts both

classification and salary range

SLIDE 8

Steps in Class\Pay Study

 Identify Need  Employee

Orientation

 Questionnaires  Interviews  Analysis  Salary Survey  Complete Analysis

& Write Report

 Report Draft Review  Finalize Report  Present to Board

SLIDE 9

Methodology: Position Classification - Terminology

 Classification  Position  Class Specification  Employee

SLIDE 10

These are not classification factors:

 Volume of Work  Length of Service  Employee Qualifications  Employee Work Performance

SLIDE 11

These are Classification Factors:

 Difficulty, Complexity & Variety of Work  Public Contact  Education & Experience Requirements  Work Environment & Hazards  Physical Effort  Supervision Given  Supervision Received

SLIDE 12

Compensation System Components

 Class & Range Revisions  Annual Market Adjustment  Range Movement - Merit\Performance

Pay

 Longevity Pay

SLIDE 13

I. Class and Market Changes



Jobs change:

Reorganizations
New services
New technology
New regulations



Market Changes at different rate for different jobs



Study updates classifications and market

SLIDE 14

II. Annual Market Adjustment

 (Cost of Living Adjustment)  Includes

Consumer Price Index (CPI)
Cost of Living in the local area

 Moves hiring rate and maximum so the

plan stays competitive

 Helps avoid the cost of turnover

(estimated at 66% to 125% of annual salary by US Chamber of Commerce)

SLIDE 15

III. Range Movement/

Merit/Performance Pay

 Purpose

Reward High Performance
Move Salaries Up Through the Range

 Trend

More Local Jurisdictions Implementing
More emphasis on valid performance

evaluation, training supervisors, and focusing on improvement, not judging

SLIDE 16

IV. Longevity Pay

 Rewards & Recognizes Employees

Length of Service

Lump Sum
Fourth Priority in Pay Plan based on
rganizational impact
Merit Performance - versus Seniority

 Trend in some parts of state

Set Dollar vs Percentage

SLIDE 17

Iredell County Distribution Analysis

Histogram

20 40 60 80 100 120 140 160 0% 5% 10% 15% 20% 25% 30% 35% 40% 45% 50% 55% More Range Position # Employees Series1