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HomeMy WebLinkAbout2016/06/19 - Sec. 6- THe Pay Plan - Elimination of current 3/5 plan as of July 1, 2017 Agenda Item 4-1< �e6bi t-,Gorco, C�pn y-Boats" L. rl e "tg Board Meeting AF^ �, • ( Agenda Item ��d' MEETING DATE: June 19,2017 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Amendment to the Harnett County Personnel Ordinance REQUESTED BY: Administration REQUEST: Administration requests approval of the attached amendments to the Harnett County Personnel Ordinance Article III, Section 5,titled "The Pay Plan," and Article III, Section 9, titled "Promotions, Demotions,Transfers, Reclassifications, &Revisions." The proposed changes eliminate the current 3/5 Plan as of July 1, 2017,for new full-time employees,promotions,and current employees who earn at or above "job rate," and replaces it with a performance-based pay plan with annual increases dependent on employee performance reviews. Article III, Section 6.2,titled "The Performance Pay Plan," which provides employees with opportunities for performance-based increases every three years, is also eliminated and replaced with the new performance-based plan. The proposed changes will become effective July 1, 2017. FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: C:\Users\gwheeler\AppData\Local\Microsoft\W indows\INetCache\Content.Outlook\TPTEQCLV\agendaform2017 (002).doc Page 1 of 1 ARTICLE III. THE PAY PLAN Section 6. The Pay Plan Harnett County seeks to provide the best service possible to the county's residents. A highly skilled and competent workforce is essential aspect of providing high quality, efficient customer-driven service in an organization. Equitable compensation is necessary to attract and retain such a workforce. The Pay Plan is intended to provide Harnett County employees with a path for advancement through their assigned salary grade over the course of their career with the County based on their performance reviews. The Pay Plan is intended to serve as a tool that will allow the County to hire and retain well-qualified employees and provide equitable compensation to employees throughout their careers provided they receive satisfactory performance reviews. Full-time employees will be eligible to earn a percentage salary increase each year based on their annual performance review. An employee who receives an overall score on their annual performance review of"Meets Expectations" or above will receive the designated increase for that year while an employee who receives a score lower than "Meets Expectations" will not receive the increase for that year. Any earned increase related to the Pay Plan will be effective on the employee's anniversary date with the County following the corresponding performance review. For the purposes of the Pay Plan, performance reviews should be conducted prior to an employee's anniversary date. The County Manager will set the amount or range of the annual increase each year as part of the budget process. The adopted increase amount or range will be effective from July 1 to June 30 of the following year, coinciding with the County's fiscal year. The percent of the annual increase may vary from year to year based on projected revenue and expenditures. Full-time employees who have 26 or more years of total employment with Harnett County when this Pay Plan goes into effect will be eligible for an increase during the first three years of implementation (July 1, 2017 through June 30, 2020) of an additional 0.17 percent of their base salary on top of the increase amount set in the annual budget. Eligibility will be based on receiving satisfactory performance reviews with employees who receive a score of"Meets Expectations" or above receiving the increase amount for that year and employees who receive a score lower than "Meets Expectations" not receiving the increase amount for that year. Increases will be effective on the employee's anniversary date with the County following the corresponding performance evaluation. • Eligibility will be determined based on an employee's date of hire with Harnett County. Work experience outside of Harnett County shall not count toward eligibility. • This does not apply to employees who reach year 26 after the date of implementation. • For sworn Law Enforcement Officers in the Harnett County Sheriff's Office, employees who have 21 or more years of total employment with Harnett County when this Pay Plan goes into effect will be eligible for the additional annual increase amount based on their annual performance review during the first three years of implementation. The guidelines are the same for these employees as they are for other employees who are eligible for the additional increase at plan implementation. No employee shall receive an increase above the maximum for their assigned salary grade. The County Manager shall establish appropriate systems and guidelines for implementation, maintenance, and responsible administration of the above Pay Plan. Any situation that arises related to the above Pay Plan and is not covered by this ordinance will be left to the discretion of the County Manager. Any full-time employee who is hired or promoted, or who reaches "lob rate" on July 1, 2017, or thereafter will fall under the above Pay Plan and will not be eligible for the Pay Plan described in Section 6.1. Full-time employees who have not vet reached "iob rate" as defined by Section 6.1 will remain eligible for the 3/5 plan described under Section 6.1 until they reach "lob rate," at which time they will enter into the above Pay Plan. They will not be eligible for the above Pay Plan until completion of Section 6.1. 6.1 The Pay Plan The purpose of the 3/5 plan is to give County employees a way in which to gain and look forward to pre-determined pay increases after they have been in service to the County for 3 and 5 years. Three Year Pay Increase: When an employee has been in the service of the County for a total of 3 years, taking into account demotions, promotions, transfers, reclassifications, or any other type of separation from service, the salary of the employee is to be increased to the half-way amount between his or her current salary grade and the job rate of the employee's current salary grade. Five Year Pay Increase: When an employee has been in the service of the County for a total of 5 years, taking into account demotions, promotions, transfers, or any other type of separation from service, the salary of the employee is to be increased to the job rate of the current grade of the employee's current salary grade. Employees hired after January 1, 2016, section A through C does not apply. The normal 3/5 plan will apply based on the position in the grade following the promotion. Special Circumstances Involving Promotions: To ensure that an employee is not penalized for taking a promotion or receiving a reclassification, his or her current salary should be higher than if he or she had remained in the old position or the old grade. Therefore, the new salary for a promoted or reclassified employee should be at least $500 more if a 3/5 salary increase was due. For example: A. John is currently in a grade 60 position with 5 years of County service and a salary of$40,999. The grade 60 job rate is $42,746. John is due for a 5-year salary increase that would move his salary to $42,746. Before this increase takes effect, however, John gets promoted to a grade 65 position with a new salary of $43,622. This new salary is $500 greater than what John's salary would have been had he not taken the promotion, therefore, John does not receive a 5-year salary increase and his salary remains at $43,622 with the promotion. B. Mary was hired in February 2003 in a grade 63 position. She was promoted to a grade 64 position in June 2008 and her current salary is $43,734. If she had remained in her old grade 63 position she would have been eligible for a 5-year salary increase to the grade 63 job rate of$45,956. Because Mary's current salary is less than the grade 63 job rate and she was due for a 5-year salary increase, her salary will be adjusted to the grade 63 job rate of$45,956, plus $500 for a new salary of$46,456. C. If, in the above example, Mary would have been eligible for a 3-year salary increase instead of a 5-year salary increase, the County would determine what her salary would have been if she had not taken the promotion. If this salary is greater than her current salary, the County would correct her salary as in the above example, minus the additional $500 increase. Section 6.2 The Performance Pay Plan after years 8, 11, 14, 17, 20, 23, 26, 29, 32, 35, etc.). These years will be known as . . - • third ei#he overall increase _ __ - _ _ • _ • _ _ y. implementation, theirs rren# nnsitinn implementation, Amended October 17 2016 Section 9. Promotions, Demotions, Transfers, Reclassifications, & Revisions At the beginning of the fiscal year, any promotions, salary adjustments, reclassifications, or revisions will be applied before any cost of living adjustments. When an employee is promoted, demoted, transferred, or reclassified, the rate of pay for the new position shall be established in accordance with the following rules: Promotion: Any employee who receives a promotion will receive a minimum of a 5% increase but not to exceed 10% ( between 6% and 10% the department head must provide written justification unless that percentage is the beginning of the new grade) or the beginning of the new grade, whichever is higher. Movement within the same salary grade is considered lateral and there will not be a salary change. Interim Promotion: Any employee who is promoted to an interim position in a higher pay grade will receive a pay increase of 5% or the beginning of the interim position pay grade, whichever is greater while performing the interim duties; however, if the position is a Department Head position or higher, he or she shall receive a 10% pay increase while performing the interim duties or the beginning position grade whichever is higher. An interim assignment shall not exceed six months. At the conclusion, if the employee returns to his or her former position they will return to his or her former salary before the interim assignment. Demoted: An employee who is voluntarily or involuntarily demoted shall have his or her salary or hourly wage left the same, reduced five percent (5%) or reduced to anywhere in the lower grade pay range, depending on the circumstances of the demotion and Department Head recommendation. Transfers: An employee who transfers from a position in one grade to a position in another grade assigned to the same pay range shall continue to receive the same salary or hourly wage. Reclassifications/Revisions: A. Any employee who is currently at the minimum pay rate of their current position and the position is then reclassified to a grade having a higher salary or hourly pay range, that employee shall receive a five percent (5%) pay increase or an increase to the minimum pay rate of the new pay range, whichever is higher. C. Any employee who is currently above the minimum job rate of their current position and the position is then reclassified to a grade having a higher salary or hourly pay range, that employee's salary or hourly wage shall be appropriately adjusted to the same point in the new pay range. D. If a position is reclassified to a grade having a lower salary or hourly pay range than that positions current grade, any employee's salary or hourly wage that is above the maximum rate of the newly established pay range shall remain the same. E. In the event a reclassification results in the downgrade of a position, the County Manager has the authority to reclassify that position without the Board of Commissioner's approval.