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.
Documents are provided as Adobe Acrobat PDF files
EXEMPT EMPLOYEE UPDATE 9/19/19*
The Appointing Authorities are finalizing their review of Evergreen's recommendations. Exempt employees can expect to receive their final notifications by email on Monday, September 23.
*NOTE: This does not apply to employees under the Clerk of the Circuit Court and Comptroller, Property Appraiser, Supervisor of Elections, and Tax Collector as those Constitutional Officers have chosen to maintain their current Exempt pay plan.
- September 2019 - Secondary review results will be communicated to Exempt employees (see yellow box above).
- Late September 2019 - Applicable changes to Exempt classifications, pay plans, and individual pay adjustments are targeted to go into effect.
- Fiscal Year 2020 – Continue to evaluate recommendations from Evergreen Solutions regarding career growth, addressing disrupted career ladders.
- Fiscal Year 2020 - Internal equity issues (individual pay levels and rank compression) will be addressed after completion of the above milestones.
- 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.
- Phase I for Classified employees is complete. Phase II will address Exempt classifications behind market, raise Exempt pay rates to new pay grade minimums, and address pay compression for Exempt and Classified employees.
- Contact the Pay & Classification staff by calling (727) 464-3367, sending an email, or submitting a form.
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