Action 14.
Regular Board of Supervisors Meeting
Human Resources
- Meeting Date:
- 03/13/2018
- Title:
- Cochise County Compensation Policy
- Submitted By:
- Kelley Jones, Human Resources
- Department:
- Human Resources
Presentation:
No A/V Presentation
Recommendation:
Approve
Document Signatures:
BOS Signature Required
# of ORIGINALS
Submitted for Signature:
Submitted for Signature:
1
NAME
of PRESENTER:
of PRESENTER:
Ed Gilligan
TITLE
of PRESENTER:
of PRESENTER:
County Administrator
Mandated Function?:
Not Mandated
Source of Mandate
or Basis for Support?:
or Basis for Support?:
Docket Number (If applicable):
Information
Agenda Item Text:
Adopt Resolution 18-02 revising the Cochise County Compensation Policy.
Background:
In 1992, Cochise County adopted Resolution 92-64 which established a Compensation Plan (known at that time as the Hay Compensation Plan). On June 6, 1995, the Cochise County Board of Supervisors rescinded the "Hay" Compensation Plan and adopted a new County Classified Pay Plan providing for Employee Market Adjustment and Employee Performance Planning per Resolution 95-37. The Board of Supervisors approved, prior to each fiscal year, annual Employee Market Adjustments. On January 19, 1999, Cochise County adopted a new County Classification Plan (with subsequent modifications).
During the Fiscal Year 2007/2008, the national economic recession caused a decrease in revenue. Concurrently, the State of Arizona shifted costs to the County, causing a significant increase in expenses. To protect the employees of Cochise County from layoffs or furloughs, the Board of Supervisors and County Administration suspended the provisions of the County Compensation Plan.
At the direction of the Board of Supervisors, County Administration and Human Resources have been working to create a compensation policy which fairly and equitably compensates its employees, with pay that is competitive within the relevant labor markets and recognizes employee skills, experience and performance.
On August 30, 2016, the Board of Supervisors adopted a six-level broad-banded pay structure as the first step in transitioning to a market-based pay system for Cochise County. The revised policy is the next step in creating a foundation for the market and performance-based structure. Some key attributes of the new plan include a structure driven by fair market salaries, linking pay to individual skills and recognizing performance and accomplishments. This proposed new policy also moves salary decisions to the department head level while containing pay decisions within established annual budgets.
During the Fiscal Year 2007/2008, the national economic recession caused a decrease in revenue. Concurrently, the State of Arizona shifted costs to the County, causing a significant increase in expenses. To protect the employees of Cochise County from layoffs or furloughs, the Board of Supervisors and County Administration suspended the provisions of the County Compensation Plan.
At the direction of the Board of Supervisors, County Administration and Human Resources have been working to create a compensation policy which fairly and equitably compensates its employees, with pay that is competitive within the relevant labor markets and recognizes employee skills, experience and performance.
On August 30, 2016, the Board of Supervisors adopted a six-level broad-banded pay structure as the first step in transitioning to a market-based pay system for Cochise County. The revised policy is the next step in creating a foundation for the market and performance-based structure. Some key attributes of the new plan include a structure driven by fair market salaries, linking pay to individual skills and recognizing performance and accomplishments. This proposed new policy also moves salary decisions to the department head level while containing pay decisions within established annual budgets.
Department's Next Steps (if approved):
The Human Resources Department will publish the revised Cochise Compensation Plan and educate departments and employees on the components of the new policy.
Impact of NOT Approving/Alternatives:
Continue with existing compensation plan.
To BOS Staff: Document Disposition/Follow-Up:
Please advise when agenda item, including resolution, has been approved.
Fiscal Impact
- Fiscal Year:
- One-time Fixed Costs? ($$$):
- Ongoing Costs? ($$$):
- County Match Required? ($$$):
- A-87 Overhead Amt? (Co. Cost Allocation $$$):
- Source of Funding?:
Fiscal Impact & Funding Sources (if known):
As part of the budget process, funding will be included in each departmental budget to be approved by the Board of Supervisors each fiscal year.