MAPS GroupMAPS Group

Since 1983Since 1983 ServicesServices• Class & Pay StudiesClass & Pay Studies• Personnel Policy developmentPersonnel Policy development• Council & Staff RetreatsCouncil & Staff Retreats• Management & Supervisory TrainingManagement & Supervisory Training• Team BuildingTeam Building• Performance EvaluationPerformance Evaluation

MAPS Group MAPS Group

ServicesServices• Assessment CenterAssessment Center• Selection Process DesignSelection Process Design• Organizational DevelopmentOrganizational Development• Personnel Officer Circuit RiderPersonnel Officer Circuit Rider

Clients IncludeClients Include

MunicipalitiesMunicipalities• ApexApex• ClaytonClayton• GoldsboroGoldsboro• Pine Knoll ShoresPine Knoll Shores• MorgantonMorganton• RoxboroRoxboro• RutherfordtonRutherfordton• WashingtonWashington

CountiesCounties• BertieBertie• BurkeBurke• DareDare• HarnettHarnett• OrangeOrange• PersonPerson• TransylvaniaTransylvania• VanceVance

Clients IncludeClients Include

Other AgenciesOther Agencies• NCLMNCLM• Institute of Institute of

GovernmentGovernment• RDU AirportRDU Airport• Triangle J COGTriangle J COG• Mid-east Mid-east

CommissionCommission

Non-ProfitsNon-Profits• Kerr Tar Regional Kerr Tar Regional

Council of Council of GovernmentsGovernments

• Smithfield Housing Smithfield Housing AuthorityAuthority

• Laurinburg Housing Laurinburg Housing AuthorityAuthority

Why Have Class & Pay Plan & Why Have Class & Pay Plan & Update it?Update it?

Recruit & Retain EmployeesRecruit & Retain Employees Internal EquityInternal Equity Equal Pay for Equal WorkEqual Pay for Equal Work Maximize Cost EffectivenessMaximize Cost Effectiveness Defensible SystemDefensible System

Classification & Range Classification & Range RevisionsRevisions

Why Do Studies?Why Do Studies?• Jobs ChangeJobs Change– New Technology & RegulationsNew Technology & Regulations– New Services & ReorganizationNew Services & Reorganization

• Market Changes at different rates for Market Changes at different rates for different jobs (not just cola)different jobs (not just cola)

• Study updates and adjusts both Study updates and adjusts both classification and salary rangeclassification and salary range

Steps in Class\Pay StudySteps in Class\Pay Study

Identify NeedIdentify Need

(jobs & market (jobs & market changes)changes)

Employee Employee OrientationOrientation

QuestionnairesQuestionnaires InterviewsInterviews AnalysisAnalysis

Salary SurveySalary Survey Complete Analysis Complete Analysis

& Write Report& Write Report Report Draft ReviewReport Draft Review Finalize ReportFinalize Report Present to BoardPresent to Board

Methodology: Position Methodology: Position Classification - TerminologyClassification - Terminology

ClassificationClassification PositionPosition Class SpecificationClass Specification EmployeeEmployee

These are These are notnot classification classification factors:factors:

Volume of WorkVolume of Work Length of ServiceLength of Service Employee QualificationsEmployee Qualifications Employee Work PerformanceEmployee Work Performance Importance of the JobImportance of the Job

Classification FactorsClassification Factors

Difficulty, Complexity & Variety of WorkDifficulty, Complexity & Variety of Work Public ContactPublic Contact Education & Experience RequirementsEducation & Experience Requirements Work Environment & HazardsWork Environment & Hazards Physical EffortPhysical Effort Supervision GivenSupervision Given Supervision ReceivedSupervision Received

Compensation System Compensation System ComponentsComponents

Class & Range RevisionsClass & Range Revisions Annual Market AdjustmentAnnual Market Adjustment Range Movement (Merit / Performance Range Movement (Merit / Performance

Pay)Pay) Longevity PayLongevity Pay

I. Class and Market ChangesI. Class and Market Changes

Jobs change: Jobs change: • ReorganizationsReorganizations• New servicesNew services• New technologyNew technology• New regulationsNew regulations

Market Changes at different rate for Market Changes at different rate for different jobsdifferent jobs

Study updates classifications and marketStudy updates classifications and market

II. Annual Market AdjustmentII. Annual Market Adjustment

Cost of LivingCost of Living IncludesIncludes• Consumer Price Index (CPI)Consumer Price Index (CPI)• Cost of Living in the local areaCost of Living in the local area

Moves hiring rate and maximum so the Moves hiring rate and maximum so the

plan stays competitiveplan stays competitive Helps avoid the cost of turnover Helps avoid the cost of turnover

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

III. Range Movement/ III. Range Movement/ Merit/Performance PayMerit/Performance Pay

PurposePurpose• Reward High PerformanceReward High Performance• Move Salaries Up Through the RangeMove Salaries Up Through the Range

TrendTrend• More Local Jurisdictions emphasizing pay for More Local Jurisdictions emphasizing pay for

performanceperformance• More emphasis on valid performance evaluation, More emphasis on valid performance evaluation,

training supervisors, and focusing on training supervisors, and focusing on improvementimprovement, not just judging performance, not just judging performance

IV. Longevity PayIV. Longevity Pay

Rewards & Recognizes Employees Rewards & Recognizes Employees Length of ServiceLength of Service

• Lump SumLump Sum• Fourth Priority in Pay Plan based on Fourth Priority in Pay Plan based on

organizational impactorganizational impact• Merit / Performance - versus SeniorityMerit / Performance - versus Seniority

TrendTrend• Set Dollar vs PercentageSet Dollar vs Percentage