The County Manager approved a compensation study of all management classifications in December 2006. A review of this magnitude was last conducted in 1999. Due to the large volume of classifications, the project was contracted out through a Request for Proposals (RFP) process and Cooperative Personnel Services (CPS) was selected to conduct the study.
Salary and retirement pick up data on seventy-four (74) benchmark classifications was collected, representing a cross section and nearly half of the total management classifications. Alameda, Contra Costa, Santa Clara counties and the City/County of San Francisco were selected as comparator agencies, consistent with County practice. The survey data was shared with management staff and their feedback was evaluated and incorporated, if appropriate, into the final report submitted by CPS in July 2007.
An Executive Committee comprised of Department Heads, Human Resources and the County Manager’s Office met on three separate occasions to review the final report and develop recommendations to adjust salaries based on market and other information.
The committee made recommendations to adjust the salaries for 25 classifications. This represents a total of forty-seven (47) positions and includes the reclassification of three positions.
The salary increases, reclassifications, differential adjustments and the conversion of one position from unclassified to classified are necessary to maintain a competitive pay structure and eliminate compaction between classifications.
The adjustment of salaries for less than 15% of the management classifications and for only 47 positions reflects positively on the County’s existing pay structure. Through ongoing policies of your Board, San Mateo County has maintained an equitable and competitive compensation strategy for all employees. This strategy was key in minimizing the overall fiscal impact of the study findings.
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