Classification & Compensation Study
Human Resources is leading the Unified Personnel System (UPS) through a comprehensive Classification and Compensation Study. The objective is to determine if jobs are classified correctly and compensated equitably and competitively. The last study was conducted by Temple and Associates in 2004 and the recommendations were implemented in 2005. That study was followed by periodic cyclic classification reviews and salary studies conducted by Human Resources staff.
The Classification & Compensation Study will determine if jobs are classified correctly and compensated equitably and competitively.
Documents are provided as Adobe Acrobat PDF files
News & Updates
July 9 to 13, 2018 - Evergreen will provide information sessions to present a high-level overview of findings to employees (see registration flyer).
- June 2018 - Evergreen Solutions provides a Report of Findings and Recommendations. Human Resources provides an Executive Summary.
- Update and Next Steps (as of 5/24/18) - View upcoming milestones and answers to the top 3 questions employees have about the study.
- May 2018 - Evergreen Solutions presented information to the Unified Personnel Board and the Employees' Advisory Council (same presentation).
- May 2018 - Human Resources met with each Appointing Authority to gather feedback.
- July to August 2018 - Human Resources recommends changes to the classified pay plan and classification structure to the Unified Personnel Board for their consideration.
- July to August 2018 - Complete new and revised class descriptions.
- July to August 2018 - Finalize implementation plan.
- The consultant, Evergreen Solutions, LLC, began work in May 2017.
- The study includes three primary components:
- Classification Study - This involves conducting job analysis and evaluating current job classifications, and updating existing class specifications. Job analysis examines the position, and not the talents and qualifications, of the person in the position.
- Compensation Study - This involves a comprehensive market salary survey of targeted public and private sector organizations. The study will also examine pay equity issues, identify corrective solutions as needed, and provide recommendations for strategies to avoid problems with pay equity in the future.
- Pay Administration Review - This involves a review of the County’s current compensation rules and guidelines, with recommendations for changes that will ensure that compensation remains competitive in future years.
- Study phases:
- Phase 1 - Gather Data
- Phase 2 - Classification Evaluation
- Phase 3 - Compensation Analysis
- Phase 4 - Implementation Plan Options
- Job Assessment Tool (JAT): Approximately 90% of
employees completed a JAT form in July 2017.
- Employee Information Sessions:
- Contact the Pay & Classification staff by calling (727) 464-3367, sending an email, or submitting a form.
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