Classification & Compensation Study
Human Resources will lead the Unified Personnel System (UPS) through a comprehensive Classification and Compensation Study in 2017. 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 trained 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
- August/September 2017 - Evergreen staff are conducting Phase 2 - Classification Evaluation by analyzing the Job Assessment Tool data and reviewing the current classification system. Next is Phase 3 - Compensation Analysis to determine internal equity and collect competitive pay information.
- Job Assessment Tool (JAT): A total of 91% of
our employees completed a JAT form — thank you!
- Employee Information Sessions:
- October 2017 – Launch the benchmark salary survey.
- November 2017 - Complete proposed classification structure (job hierarchy).
- December 2017 - Complete the salary survey.
- January 2018 – Complete the proposed solutions and cost estimates.
- February 2018 – Complete the revised class descriptions including Fair Labor Standards Act (FLSA) status.
- March 2018 – Complete the study and provide the final report.
- Evergreen Solutions, LLC is the consultant, and began work in May 2017.
- The study is expected to be completed within 12 months.
- The study will include 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
- Contact the Pay & Classification staff by calling (727) 464-3367, sending an email, or submitting a form.
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