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HomeMy WebLinkAboutResolutions - 2020.12.07 - 33987MISCELLANEOUS RESOLUTION #20669 December 7, 2020 BY: Commissioner Helaine Zack, Chairperson, Finance & Infrastructure Committee IN RE: HUMAN RESOURCES — SALARY ADMINISTRATION PLAN FOR NON -REPRESENTED EMPLOYEES To the Oakland County Board of Commissioners Chairperson, Ladies and Gentlemen: WHEREAS Oakland County prides itself in having an exemplary workforce dedicated to serving its citizens; and WHEREAS Miscellaneous Resolutions (MR) #4606 and #08119 approved by the voters of Oakland County and provides for in section A, "The continued maintenance of a formal classification plan and salary schedule with the Personnel Committee being the final County appeal body on classification matters"; and WHEREAS pursuant to Merit System Rule 2 Salaries - all county classes are evaluated using a point factor method of job evaluation as adopted by the Board of Commissioners on December 12, 1985 pursuant to MR#85356 for grades 1-15 and on February 19, 1987, pursuant to MR#87006 for grades 16-21; and WHEREAS Oakland County embraces a salary administration plan that is fair and equitable internally and in the labor market; and WHEREAS Oakland County's salary administration plan is fiscally sound and legally defensible and complies with all state and federal laws including the Fair Labor Standards Act and the Equal Pay Act; and WHEREAS the existing salary administration plan and job evaluation tool, although over 30 years old, has provided a solid framework to maintain and adjust classifications and salary ranges in accordance with an employee's job duties and responsibilities as they compare to the labor market; and WHEREAS the Human Resources Department determined that it was time to reevaluate all the (non - represented) job classifications and salaries in order for Oakland County to remain competitive in the labor market, and WHEREAS pursuant to MR#17210 a compensation and classification study project was approved by the Board of Commissioners that would examine all 825 classifications and their corresponding salary ranges; and including the job evaluation tool used to determine the salary grade placement; and WHEREAS the Human Resources Department went through the request for proposal and bid process to retain a consultant to conduct a compensation and classification study for all non -represented classifications; and WHEREAS Management Advisory Group (MAG) was selected to conduct the compensation and classification study; and WHEREAS MAG consultants have a high level of expertise in public management consulting specializing in compensation plans; and WHEREAS the Board of Commissioners approved MR#17210 allowing the Human Resources Department to begin the compensation and classification study project; and WHEREAS approximately 825 job classifications filled by 3,486 full and part-time non -represented employees were evaluated; and WHEREAS a benchmark salary survey was conducted of the local labor market and the Department of Labor's Occupational Information Network (O*NET) to obtain private sector compensation data, to determine competitive salary ranges; and WHEREAS the compensation study process included and ensured proper vetting of job analysis questionnaire responses and determined the appropriate placement of classifications within job families and the reporting relationships for internal pay equity across all county departments; and WHEREAS it is critical to maintain a competitive salary administration plan and total compensation package to recruit and retain a qualified and diverse workforce that is devoted to delivering the county's core service to its citizens; and WHEREAS this recommended salary administration plan continues to provide Oakland County with a legally defensible plan that complies with all state and federal laws including the Fair Labor Standards Act and the Equal Pay Act; and WHEREAS the new job evaluation tool is software driven and evaluates classifications on 14 factors that have been established by MAG; and WHEREAS this new tool will precisely calculate the correct salary grade placement for a specific classification based on the job duties and responsibilities; and WHEREAS the job evaluation tool will ensure internal pay equity for all non -represented county classifications; and WHEREAS external salary data in relationship to the county's total compensation package ensures that salary ranges were developed to be competitive in the southeast Michigan labor market; and WHEREAS future general salary increases may provide the ability to adjust the salary ranges and salary steps within the ranges to maintain labor market competitiveness; and WHEREAS the Human Resources Department will continue to conduct annual specialized and benchmark salary surveys to ensure that market changes within the classifications studied are recognized and adjusted; and WHEREAS the Human Resources Department recognizes that upon implementation, adjustments may be required to address changes in job duties and responsibilities; and WHEREAS the Human Resources Department will be able to conduct Merit Rule 2.2 salary grade reviews since the suspension of this Merit Rule was lifted on January 1, 2020; and WHEREAS MAG's recommendation proposes to reclassify and create new classifications to appropriately assign employees to a classification that reflects the work they perform; and WHEREAS MAG's recommendation proposes to retitle classifications as recognized in the labor market and with a consistent naming convention; and WHEREAS MAG's recommendation proposes to delete classifications that are no longer used by the county; and WHEREAS MAG has trained compensation professionals in the Human Resources Department to use the new job evaluation tool for all job evaluations that determine appropriate placement within this new salary administration plan; and WHEREAS to ensure the accurate execution of this recommended salary administration plan including employee salary step placements, all personnel transactions including promotions, reassignments and transfers will need to be suspended for two (2) pay periods during implementation; and WHEREAS an eight -step plan is being proposed for appointed administrator classifications with a policy for step increases included in Exhibit A; and WHEREAS the cost to implement the salary plan for non -represented employees is estimated at $15,400,000 per year with the General Fund/General Purpose (GF/GP) impact of approximately $8,500,000 per year, Special Revenue Fund impact of $700,000 per year and Proprietary Fund impact of $6,200,000 per year; and WHEREAS union wages will be brought forward with letters of understanding over the next year; and WHEREAS FY 2021 one-time funding for the GF/GP will be provided from $4,996,024 that will be carried forward from the FY 2020 non -departmental General Fund Salary Adjustment Reserve line item; and WHEREAS $5,000,000 of one-time funding is available from the Human Resources Compensation/Workforce Planning General Fund Assigned Fund Balance (GL Account #383449) for GF/GP related costs; and WHEREAS the on -going funding will be found through other cost saving measures, including: • Assist departments in lean business processes that provide a mechanism to be more efficient while providing exemplary customer services • Allow time to create a five-year workforce management plan for each department so they can be thoughtful in how they prepare to manage their personnel budget • To provide cost saving measures in the internal service funds to lower rates (IT, Fringes and FM&O); and WHEREAS The current plan to address cost containment is as follows: • A reduction of PTNE positions • A reduction in full-time personnel through natural attrition • A review and recommendation to address healthcare benefits • A review and updated revenue trend forecast for the GF/GP • Supplemental funding support from the fund balance of the General Fund while implementing cost containment measures; and WHEREAS starting in FY 2022, the impact to General Fund/General Purpose will be $9,800,000 to $11,200,000 annually depending on annual general salary adjustments; and WHEREAS the General Fund/General Purpose impact will also be impacted by Special Revenue Fund grant match requirements and Proprietary Fund rate adjustments (internal service funds) that will be required due to increased personnel costs with high level estimate at $800,000 per year; and WHEREAS the final impact of the new salary administration plan will be determined when an updated employee database with step placements is established; and WHEREAS $6,500,00 is included in the non -departmental General Fund Salary Adjustment Reserve line item for FY 2022 and FY 2023; and WHEREAS longer -term funding options will need to be explored for the overall compensation changes being proposed that allow the County to fulfill its retention and recruitment needs while maintaining adequate and sustainable fund balance levels. NOW THEREFORE BE IT RESOLVED that the Oakland County Board of Commissioners adopts the recommended eight (8) step salary administration plan, Exhibit A BE IT FURTHER RESOLVED that upon implementation all personnel transactions including promotions, reassignments and transfers, but excluding merit increases, new appointments and separations, be suspended to implement the new salary administration plan for two (2) pay periods beginning in January 2021. BE IT FURTHER RESOLVED that upon implementation employees will be placed two steps higher than their current salary, unless they are already at the maximum step of the new salary range. BE IT FURTHER RESOLVED that merit increases that would be awarded during the suspended pay periods beginning January 2021, will be considered in the employee's step placement in the new salary schedule. BE IT FURTHER RESOLVED that after implementation the County will retain the services of MAG to assist with any issues BE IT FURTHER RESOLVED that the County Executive Administration is pursuing longer -term funding options, including cost containment initiatives, for the proposed salary administration plan to allow the County to fulfill its retention and recruitment needs while maintaining adequate and sustainable fund balance levels. BE IT FURTHER RESOLVED that the detailed budget amendment for FY 2021 - FY 2023 be presented with a separate resolution when the updated employee database with step placements is made available. Chairperson, on behalf of the Finance & Infrastructure Committee, I move the adoption of the foregoing resolution Commissioner Helaine Zack, District #18 Chairperson, Finance & Infrastructure Committee FINANCE AND INFRASTRUCTURE COMMITTEE VOTE: Motion carried on a roll call vote with Middleton voting no. p C O U NTY M I C H I G A N HUMAN RESOURCES TO: Helene Zack, Chairperson Finance & Infrastructure Committee Dave Woodward, Chairman Board of Commissioners FROM: April M. Lynch, Deputy County Executive DATE: November 12, 2020 RE: Compensation & Classification Study Project Summary and Background OAKLAND COUNTY EXECUTIVE DAVID COULTER April Lynch, Deputy County Executive In the fall of 2017 Oakland County announced a Classification and Compensation Study to all non -union employees utilizing the consultant Management Advisory Group International (MAG). The County's job evaluation tool, which is used for job classification placement into the salary administration plan, has not been updated in over 33 years. The focus and goal of this study is to align our employees with compensation in the general market to ensure we remain a competitive employer within the region. Secondarily, we wanted to update our job classification process with an updated tool that evaluates jobs based on current compensation practices and that ties back to the updated compensation plan. Over 825 classifications were addressed affecting approximately 3,500 non -union employees (both full and part- time). Job analysis questionnaires were distributed in December 2017. MAG provided a draft recommendation for a new job evaluation tool and salary structure in early 2019 A preliminary review of this recommendation was completed in the Spring with the Elected Officials and department directors and managers. There was an opportunity for departments to review the material and bring forth any concerns regarding the recommendation. Human Resources collected any concerns brought forth and forwarded them onto MAG for further review and reconsideration. The Oakland County Board of Commissioners received the study in July of 2019 for review and held a work session in November 2019 to go over the findings in more detail. As many of you are aware, we needed to review the funding source for the salary plan before formal adoption and that was delayed due to the COVID-19 Pandemic as well as the budget process. As discussed during the budget hearings, the intention was to bring a formal recommendation and a funding plan to the Board of Commissioners before the end of calendar year 2020. Compensation Plan Updated It is important to note that the Board of Commissioners passed a structural 2% general salary increase for both represented and non -represented employees in September 2019. In light of this, MAG recalculated the recommended data to reflect the general salary increase. The updated recommendations are included in the packet. In order to provide an accurate reflection of the County's overall wage analysis our Compensation and Classification Unit reviewed and assessed the collective bargaining unit wages. Many of the classifications are less complex and have data easily accessible through shared information with local governments. The MAG data was also used to update union salary recommendations for any classifications that may be represented or non -represented. This information enables us to provide a wage recommendation for these bargaining unit classifications. Unlike with Merit, we can't just implement union wages without bargaining and should this plan be approved I will begin union negotiations for those with wage re -openers (AFSCME -probation officers; GELC-Children's Village; MNA-nurses). 2100 Pontiac Lake Road I L Brooks Patterson Building 41 W I Waterford, MI 48328 1 Fax (248) 452-9172 1 OakGov corn Cost Analysis The cost to implement the salary plan for GFGP will be approximately $10,000,000. Funds will come from a $5,000,000 fund balance assignment and the remaining $5,000,000 will be found through other cost saving measures as identified below. Starting in EYE 2022 the impact to general fund will be $10,000,000 to $13,000,000 annually depending on yearly general. Please the see the attachment for a more detailed projection of costs. Some notable adjustments to implementation include the following: The updated plan includes a 2% adjustment to the salary ranges reflecting the general increase in October 2019. The implementation plan includes moving employees up two steps, instead of one and still allows for a merit increase for calendar year 2021. We won't be allowing for double steps in 2021 beyond implementation We won't be increasing the salary range for EYE 2021 Funding Plan Administration is recommending a unique way to address funding for this new salary plan. We are requesting a five -year plan to balance personnel costs for the following reasons: • Assist departments in lean business processes that provide a mechanism to be more efficient while providing exemplary customer services • Allow time to create a five-year workforce management plan for each department so they can be thoughtful in how they prepare to manage their personnel budget • To provide cost saving measures in the internal service funds to lower rates in the GFGP (IT, Fringes and FM&O) The current plan to address cost containment is as follows: A reduction in the use of PTNE • A reduction in full-time personnel through natural attrition • A review and recommendation to address healthcare benefits A review and updated revenue trend forecast for the GFGP A reduction in the rates that internal service funds provide to the GFGP • Supplemental funding support from the fund balance while implementing cost containment measures. The goal through these adjustments will be to target savings of $25,000,000 to $35,000,000 annually per fiscal year by 2025. Please see attached for a more detailed explanation. Formal Recommendation It is my recommendation that the BOC accept the new compensation and classification plan and new jab evaluation tool. Like most government entities, we are struggling with retention and recruitment. We are not only competing with other governmental entities, but with private sector Failure to do something may start to impact our ability to retain and attract quality employees. However, if the Board does not approve the compensation study it is my recommendation to provide a I % general salary increase on all non -represented employees beginning on January 1, 2021. Included in your packet are the following items Estimated cost analysis of implementation and five-year projections • Detailed funding plan Resolution to adopt the new compensation and classification plan and new job evaluation tool • Salary ranges and job titles for appointed classifications, full-time non -represented classifications and part- time non -eligible only classifications Salary steps for each salary range Sample of the 14 compensable factors used in the job evaluation tool Sample of job analysis questionnaire 2100 Pontiac Lake Road I County Executive Building 41 W I Waterford, MI 48328 1 Fax (248) 452-9172 1 OakGov.com Next Steps Upon approval from the board, the Human Resources Department will freeze all transactions for two pay periods so that the implementation process can accurately take place. Human Resources will ensure that during this period employees impacted by the study will receive their proper grade, step and title placement Notifications of such will be given to department directors and managers. The following timeline is being implemented based on a final decision by the Board of Commissioners: • Board Approval of the Plan on November 18, 2020 Employees can expect to see their new salary reflected in the check they receive on February 5, 2021 • Board Approval of the Plan on December 10 Employees can expect to see their new salary reflected in the check they receive on February 19, 2021 • Should the Board not pass the updated compensation plan, a general increase of 1 % will begin on January 1, 2021 and employees would see this adjustment on the first pay of January 2021. After the Compensation Plan Government, in general, is facing an employment challenge. Not only are we faced with a large amount of retirements over the next few years, our retention and recruitment policies are not prepared to attract and retain quality employees. Government entities no longer provide pensions, free health care and the same job security that was so prevalent years ago. Oakland County is no different. Over this next year Human Resources will be focusing on a long-range plan on retention and recruitment practices that will allow us to remain competitive. I look forward to working with the Board of Commissioners, not only with this Salary Plan, but the long-term plan of action for succession planning. Thank you. 2100 Pontiac Lake Road I County Executive Building 41 W I Waterford, Ml 48328 1 Fax (248) 452-9172 1 OakGov.com Implementation of Compensation Study [ Cost Impact Analysis COST IMPACT TO FUND FOR GENERAL 1% INCREASES FYE 2021 FYE 2021 - 1% (Implentation) Impact FYE 2022 FYE 2023 FYE 2024 =FYE 2025 - GF/GP FUND Cost impactto Fund Cost impact to Fund Cost impact to Fund- Cost impact to Fund - Current(No Comp) $ 97,536,051 $100,686,484 $102,474,796 $103,973,442 - $104,887,819 Comp Study $105,565,878 $ 10,029,827 $ 11,355,588 $ 11,697,432 $ 11,899,915 $ 12,192,606 COST IMPACT TO FUND FOR GENERAL 2% INCREASES FYE 2021 FYE 2021 2%1(Implentation) [Impact FYE 2022 FYE 2023 [ FYE 2024 [ - FYE 2025 [ GF/GP FUND Cost impact to Fund Cost impact to Fund Cost impact to Fund Cost impact to Fund Current (No Comp) $ 97,536,051 $101,683,380 $103,489,398 $105,002,882 $105,926,313 Comp Study $105,565,878 $ 10,229,827 $ 11,648,217 $ 11,993,446 $ 12,197,934 $ 12,493,523 COST IMPACT TO FUND FOR GENERAL 3% INCREASES FYE 2021 [ FYE 2021 3%(Implentation) [Impact FYE 2022 [ HE 2023 [ FYE 2024 [ FYE 2025 GF/GP FUND Cost impact to Fund- Cost impactto Fund Cost impact to Fund Cost impact to Fund Current (No Comp) $ 97,536,051 $102,680,276 $104,504,000 $106,032,322 $106,964,806 Comp Study $105,565,878 $ 10,429,827 $ 11,940,847 $ 12,289,461 $ 12,495,953 $ 12,794,440 IJAUk= COUNTY M ICHIGA N DAVID COULTER • OAKLAND COUNTY EXECUTIVE Proposed Expenditure Adjustments NOVEMBER 12, 2020 Part-time Non -Eligible (PTNE) Average GFGP PTNE expenditure: $8 Million/yr $2,000,000 Employees Health Care FYE 2019 $85,000,000 $5,000,000 to $1D,000,000 Generally, costs increase by 4 to 5% (some years more) Annual savings per year (by 2025) Oakland County has generous benefits. There are many gentle changes that we can make to help address costs. Implementation of Employee Benefits Task Force in January 2021 to include union representatives and non -represented employees to determine what changes make sense for our employees. Full -lime Employees In the next five years more than 900 employees will be eligible to Approximate numbers. retire. 10% Reduction: $26,000,000 A reduction in workforce through natural attrition will be 7% Reduction: $20,000,000 necessary to balance future budgets. 5% Reduction: $14,000,000 Internal Services Funds Internal service funds cost reduction to addressed increased unknown compensation and budget reductions Revenue Trend Forecast A review and updated trend forecast for revenue will also be unknown necessary This may increase revenue, or we may find it decreases and we will need to find some more cost savings. Estimated costs to implement We currently have $5,000,000 in assigned to fund balance to $5,000,000 + and manage a five-year address implementation We may need to supplement more until workforce plan we are able to fully engage in our cost saving measures discussed above Targeted Savings from Cost Containment Plan $21-37 Million RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) Proposed Gass Title _ - - - Current Class Title - Final - - - Minim�um , - Maximum - - - - f5ome unless noted) Grade Accountant 1 116 $48,927 $65,553 Accountant 11 118 $53,942 $72,272 Accountant 111 120 $59,471 $79,680 AccountantlV 122 $65,567 $87,847 Accounting Specialist Junior Accountant 113 $42,265 $56,627 Administrator Business Development 128 $87,866 $117,723 Administrator Children's Village 128 $87,866 $117,723 Administrator CLEMIS 127 $83,682 $112,117 Administrator Emerging Growth & Innovation 128 $87,866 $117,723 Administrator External Affairs & Business Information 128 $87,866 $117,723 Administrator Financial Services 128 $87,866 $117,723 Administrator Forensic Lab Services 129 $92,259 $123,609 Administrator Human Resources Includes Retirement Administrator 127 $83,682 $112,117 Adm CHPIS, Adm Environ Hlth Svcs, Adm Pers & Prev Hlth Svcs & Adm PH 128 $87,866 $117,723 Administrator Public Health Ad min Svcs Administrator Purchasing 128 $87,866 $117,723 Administrator Trails, Transportation & Environment 128 $87,866 $117,723 Administrator Workforce Development 128 $87,866 $117,723 Airport Administration Specialist Airport Administration Supervisor 121 $62,444 $83,664 Airport Maintenance & Rescue Specialist I Airport Maintenance Mechanic 1 114 $44,378 $59,458 Airport Maintenance & Rescue Specialist II Airport Maintenance Mechanic 11 117 $51,373 $68,830 Airport Maintenance & Rescue Specialist III Airport Maintenance Mechanic III 118 $53,942 $72,272 Airport Maintenance & Rescue Supervisor 120 $59,471 $79,680 Airport Operations Specialist Airport Rental Agent 115 $46,597 $62,431 Alarm Technician 115 $46,597 $62,431 Animal Control Supervisor 119 $56,639 $75,885 Application Analyst Programmer 1 122 $65,567 $87,847 Application Analyst Programmer 11 125 $75,902 $101,694 Application Analyst Programmer 111 128 $87,866 $117,723 Architectural Engineer Combine Levels I & II 123 $68,845 $92,239 Assistant Chief Engineer 127 $83,682 $112,117 Assistant Chief WRC Water Resource Recovery 125 $75,902 $101,694 Assistant Corporation Counsel Combine Levels I, II & III 127 $83,682 $112,117 Assistant Corporation Counsel - Senior Senior Assistant Corporation Counsel 128 $87,866 $117,723 Assistant Parks Supervisor 117 $51,373 $68,830 Assistant Prosecutor Combine Levels I & 11 122 $65,567 $87,847 Assistant Prosecutor -Senior Assistant Prosecutor 111 126 $79,697 $106,778 Auction Coordinator 110 $36,510 $48,916 Audio Video Equipment Specialist 120 $59,471 $79,680 Audio Video Equipment Technician 117 $51,373 $68,830 Auditor 1 116 $48,927 $65,553 1 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - -, - Current Class Title Proposed Class Title - - - - - - _ 150me unlessnated) Auditor II Auditor III Automobile Mechanic - Senior Automobile Mechanic I Automobile Mechanic II Autopsy Attendant Autopsy Attendant Supervisor Auxiliary Health Clerk Benefits & Retirement Specialist Benefits & Retirement Specialist - Senior BOC Analyst BOC Analyst - Senior BOC Budget Analyst BOC Community Liaison BOC Community Liaison - Senior BOC Secretary Boiler Mechanic Boiler Operator Building Safety Attendant Building Safety Shift Leader Business Analyst Business Development Coordinator Business Development Representative Business Development Representative - Senior Buyer Case Management Coordinator Central Employee Records Coordinator Chief Airport Maintenance & Operations Chief Animal Control Chief Application Services Chief Assistant FOC Legal Services Chief Assistant FOC Operations Chief Attorney MIDC Chief Building Safety Chief Casework Services Chief Children's Village Treatment Services Chief Civil/Criminal Division Chief CLEMIS Chief Clinical Services Chief Community Corrections Chief Court Business Operations Senior Automobile Mechanic Auxiliary Health Worker Employee Benefits Specialist I, Retirement Specialist I Employee Benefits Specialist II, Retirement Specialist II Senior BOC Analyst Senior BOC Community Liaison Combine Levels 1 & II Shift Supervisor -Building Safety Senior Business Development Representative Combine Levels I & II Includes Chief FOC Financial Operations Chief Community Corrections Field Operations Final J Minimum 1 Maximum Grade , 1 119 $56,639 $75,885 120 $59,471 $79,680 118 $53,942 $72,272 113 $42,265 $56,627 _ 116 $48,927 $65,553 117 $51,373 $68,830 _ 119 $56,639 $75,885 109 $34,771 $46,587 115 $46,597 $62,431 _ 117 $51,373 $68,830 120 $59,471 $79,680 125 $75,902 $101,694 118 $53,942 $72,272 116 $48,927 $65,553 120 $59,471 $79,680 117 $51,373 $68,830 120 $59,471 $79,680 118 $53,942 $72,272 107 $31,225 $42,256 115 $46,597 $62,431 114 $44,378 $59,458 124 $72,287 $96,851 122 $65,567 $87,847 123 $68,845 $92,239 120 $59,471 $79,680 116 $48,927 $65,553 115 $46,597 $62,431 124 $72,287 $96,851 122 $65,567 $87,847 132 $106,801 $143,093 131 $101,715 $136,279 125 $75,902 $101,694 131 $101,715 $136,279 124 $72,287 $96,851 125 $75,902 $101,694 127 $83,682 $112,117 124 $72,287 $96,851 132 $106,801 $143,093 128 $87,866 $117,723 125 $75,902 $101,694 127 $83,682 $112,117 2 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - - - _ Current Class Title - _ Final - Minimum Maximum - Proposed Class Title - - - - - - - -(Same unless noted] - - Grade' ! - .- _- Chief Custodial Services 124 $72,287 $96,851 Chief Emergency Management 124 $72,287 $96,851 Chief Equalization 128 $87,866 $117,723 Chief Facilities Maintenance & Operations 127 $83,682 $112,117 Chief Fiscal Services 127 $83,682 $112,117 Chief Forensic Laboratory Supervisor Forensic Lab 126 $79,697 $106,778 Chief Forensic Pathologist 144 $191,800 $256,975 Chief Heating Plant 124 $72,287 $96,851 Chief Information Security Officer 141 $165,684 $221,984 Chief Juvenile Adoption Services 128 $87,866 $117,723 Chief Landscape Services 124 $72,287 $96,851 Chief Manager WRC 132 $106,801 $143,093 Chief Neighborhood & Housing Development Chief Community & Home Improvement 125 $75,902 $101,694 Chf P&R Business Oper, Chf Park Facilities Maint, Chf Recreation Program, & 124 $72,287 $96,851 Chief Parks & Recreation Chi Parks Oper & Maint Chf Warrants, Chf Appeals, Chf Cir Ct, Chf Dist Ct, Chf Fam Supp, & Chf Juvenile 133 $112,141 $150,248 Chief Prosecuting Attorney Justice Chief Public Health 125 $75,902 $101,694 Chief Support Services 124 $72,287 $96,851 Chief Tax Administration 127 $83,682 $112,117 Chief Technical Services 132 $106,801 $143,093 Chief Technical Systems 129 $92,259 $123,609 Chief Technology Officer 134 $117,748 $157,760 Chief WRC Asset Management 124 $72,287 $96,851 Chief WRC Water Resource Recovery Chief WRC Wastewater Treatment 126 $79,697 $106,778 Chief Youth Assistance Services 125 $75,902 $101,694 Child Support Account Specialist 116 $48,927 $65,553 Children's Village Administrative Services Supervisor 122 $65,567 $87,847 Children's Village Nursing Supervisor Program Nursing Supervisor - CV 124 $72,287 $96,851 Children's Village Program Supervisor 120 $59,471 $79,680 Children's Village Re-entry Specialist 119 $56,639 $75,885 Circuit Court Records Specialist 112 $40,252 $53,930 Civil Engineer 1 121 $62,444 $83,664 123 $68,845 $92,239 Civil Engineer 11 125 $75,902 $101,694 Civil Engineer III Classification Agent 110 $36,510 $48,916 108 $33,116 $44,368 Client Transporter 126 $79,697 $106,778 Clinical Health Specialist Committee Coordinator 115 $46,597 $62,431 Communications & Marketing Assistant 115 $46,597 $62,431 Communications Installer I ill $38,335 $51,362 3 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - Proposed Gass Title - _ - Current Class Title - Final Minimum Maximum - Grade. -, Communications Installer 11 113 $42,265 $56,627 Community Corrections Specialist l 117 $51,373 $68,830 Community Corrections Specialist ll 119 $56,639 $75,885 Community Corrections Specialist [it 121 $62,444 $83,664 Community Service Officer 115 $46,597 $62,431 Compliance Officer 129 $92,259 $123,609 Computer Operations Supervisor 124 $72,287 $96,851 Construction Inspector 1 113 $42,265 $56,627 Construction Inspector ll 116 $48,927 $65,553 Construction Inspector 111 118 $53,942 $72,272 Construction Inspector IV 120 $59,471 $79,680 Corporation Counsel Litigator 130 $96,872 $129,790 County Clerk Community & External Affairs Coordinator 120 $59,471 $79,680 County Clerk Records Clerk 110 $36,510 $48,916 County Clerk Records Specialist 112 $40,252 $53,930 County Clerk Support Specialist 113 $42,265 $56,627 Court Accounts Coordinator 112 $40,252 $53,930 Court Appointment Specialist 112 $40,252 $53,930 Court Business Analyst 117 $51,373 $68,830 Court Business Manager 129 $92,259 $123,609 Court Clerk 112 $40,252 $53,930 Court Clerk Coordinator 117 $51,373 $68,830 Court Clinical Psychologist 124 $72,287 $96,851 Court Program Evaluation Analyst Program Evaluation Analyst, includes User Support Specialist 11 in Circuit Court 122 $65,567 $87,847 Cert Elec Oper, DC Record I & 11, Substitute DC Recorder, Sr. Court Reporter, 118 $53,942 $72,272 Court Recorder Probate Ct Reporter Court Resource & Program Specialist 119 $56,639 $75,885 Court Service Officer Combine Levels I & II 112 $40,252 $53,930 Court Technical Services Supervisor 124 $72,287 $96,851 Court Technical Systems Project Administrator 126 $79,697 $106,778 Cross Connect & Pretreat Coordinator 119 $56,639 $75,885 Custodial Work Supervisor Combine Levels I, II & 111 115 $46,597 $62,431 Data Base Administrator 130 $96,872 $129,790 Data Processing Equipment Operator Combine Levels I & II 115 $46,597 $62,431 Delinquent Tax Supervisor 121 $62,444 $83,664 Dental Hygienist 117 $51,373 $68,830 Deputy Chief Forensic Pathologist 142 $173,968 $233,084 Deputy Forensic Pathologist 140 $157,794 $211,414 Deputy Probate Register 1 109 $34,771 $46,587 Deputy Probate Register 11 110 $36,510 $48,916 4 - - - Proposed Class Title Digital Marketing & Communications Coordinator Disbursing Coordinator District Court Clerk District Court Clerk - Senior District Court Probation Supv DNA Technician Domestic Support Specialist Domestic Support Specialist Supervisor Drainage District Legal Counsel Economic Development Analyst Educational Resource Specialist Emergency Management Coordinator Employee & Labor Relations Specialist Employee & Labor Relations Specialist - Senior Employee Recognition & Wellness Supervisor Employee Records Specialist Employee Training & Development Supervisor Engineering Aide Engineering Systems Coordinator Engineering Systems Coordinator - Senior Engineering Technician Enterprise Architect Environmental Planner Environmental Planner - Senior Epidemiologist Equalization Appraiser I Certified Equalization Appraiser II Certified Equalization Appraiser III Certified Equalization Clerk Equalization Clerk - Senior Equalization Field Supervisor Equalization Officer ERP Administrator Executive Officer Parks & Recreation Executive Secretary Extension Home Economist/Food Preservation Facilities Engineer Facilities Project Coordinator Facilities Project Manager Facilities Project Manager -Senior Field Claims Investigator RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) Current Class Title_ -_ {someunless.notedl Combine Levels I & II District Court Clerk III Combine Levels I & II Employee & Labor Relations Specialist III Senior Engineering Systems Coord Combine Levels I & II Environmental Planner III Senior Equalization Clerk Combine Levels I & II Senior Facilities Project Manager Final - -- Minimum .- Maximum Grade 120 $59,471 $79,680 116 $48,927 $65,553 109 $34,771 $46,587 111 $38,335 $51,362 122 $65,567 $87,847 120 $59,471 $79,680 117 $51,373 $68,830 120 $59,471 $79,680 128 $87,866 $117,723 121 $62,444 $83,664 118 $53,942 $72,272 121 $62,444 $83,664 120 $59,471 $79,680 122 $65,567 $87,847 122 $65,567 $87,847 112 $40,252 $53,930 122 $65,567 $87,847 110 $36,510 $48,916 117 $51,373 $68,830 119 $56,639 $75,885 116 $48,927 $65,553 132 $106,801 $143,093 121 $62,444 $83,664 123 $68,845 $92,239 122 $65,567 $87,847 116 $48,927 $65,553 119 $56,639 $75,885 121 $62,444 $83,664 109 $34,771 $46,587 110 $36,510 $48,916 125 $75,902 $101,694 131 $101,715 $131S279 126 $79,697 $106,778 134 $117,748 $157,760 117 $51,373 $68,830 112 $40,252 $53,930 121 $62,444 $83,664 120 $59,471 $79,680 122 $65,567 $87,847 124 $72,287 $96,851 119 $56,639 $75,885 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) Proposed Class Title - - - . Current Class Title - - -Final- Minimum Maximum - Grade Field Claims Investigator - Senior 120 $59,471 $79,680 Financial Analyst 118 $53,942 $72,272 Financial Analyst- Senior Senior Financial Analyst 120 $59,471 $79,680 Financial Analyst Coordinator Includes P&R Fiscal Coordinator 122 $65,567 $87,847 Financial Services Tech I Acct Clk I, WRC Billing Asst I, Cashier & Collection Clk 1 109 $34,771 $46,587 Financial Services Tech 11 Acct Clk 11, Collection Clk 11, WRC Bill Asst II & C&HI Asst 112 $40,252 $53,930 Financial Services Tech III Collection Specialist, Garage Acct Clk 115 $46,597 $62,431 Fiscal Services Grant Compliance Administrator 123 $68,845 $92,239 Fiscal Services Officer 132 $106,801 $143,093 Fiscal Services Supervisor Combine Levels I & 11 123 $68,845 $92,239 Fiscal Services Supervisor- Senior Supervisor III Fiscal Services 124 $72,287 $96,851 FOC Case Assistant 110 $36,510 $48,916 FOC Case Assistant Supervisor 112 $40,252 $53,930 FOC Custody & Parenting Specialist Friend of the Court Family Counselor 123 $68,845 $92,239 FOC Custody & Parenting Supervisor Friend of Court Family Counselor Supervisor 124 $72,287 $96,851 FOC Referee Friend of Court Referee 128 $87,866 $117,723 FOC Referee Supervisor Friend of Court Referee Supervisor 129 $92,259 $123,609 FOC Systems Clerk Friend of Court Systems Clerk 109 $34,771 $46,587 FOC Systems Supervisor Friend of the Court Systems Supervisor 123 $68,845 $92,239 Food & Beverage Coordinator 115 $46,597 $62,431 Food Service Supervisor 112 $40,252 $53,930 Forensic CODIS Analyst 125 $75,902 $101,694 Forensic Laboratory Analyst Forensic Biologist, Forensic Toxicology Chemist, Chemist Forensic Lab 122 $65,567 $87,847 Forensic Laboratory Supervisor DNA Biology Lab Supervisor, Chemist Forensic Lab 125 $75,902 $101,694 Forensic Laboratory Technician 116 $48,927 $65,553 Forensic Toxicologist 124 $72,287 $96,851 Four-H Youth Development Program Coordinator 112 $40,252 $53,930 Garage Attendant 108 $33,116 $44,368 Garage Services Coordinator 110 $36,510 $48,916 Garage Supervisor 122 $65,567 $87,847 General Helper 107 $31,225 $42,256 GIS CAD Technician GIS CAD Tech 116 $48,927 $65,553 GIS CAD Technician - Senior GIS CAD Tech 11 119 $56,639 $75,885 GIS Enterprise Data Technician Combine Levels I & II 119 $56,639 $75,885 Grant Compliance & Program Coordinator 123 $68,845 $92,239 Graphic Designer 117 $51,373 $68,830 Grounds Maintenance Supervisor 117 $51,373 $68,830 Health & Human Services Project Coordinator 123 $68,845 $92,239 Health Inventory Specialist Storekeeper III 109 $34,771 $46,587 Health Officer 132 $106,801 $143,093 Health Program Coordinator 122 $65,567 $87,847 6 -Proposed Class Title Hearing/Vision Technician Supervisor Histology Technician Homeland Security Regional SAP Homeland Security Specialist Housing Counseling Supervisor Human Resources Analyst Human Resources Analyst - Senior Human Services Contract Compliance Analyst Inmate Casework Specialist Inmate Caseworker Insurance Risk Administrator Intelligence Analyst Intelligence Analyst Senior Internal Services Supervisor IT Application Architect IT Business Analyst IT Deployment Services Technician IT Digital Communications Coordinator IT Project Manager IT Security Specialist IT Security Specialist - Senior IT Services Technician I IT Services Technician 11 IT Services Technician III IT Supervisor I IT Supervisor 11 IT Tramee IT User Support Specialist I IT User Support Specialist II Judicial Secretary Judicial Staff Attorney Jury Office Clerk Jury Office Leader Juvenile Court Referee Juvenile Court Referee Supervisor Laboratory Supervisor Lactation Specialist Legal Secretary Librarian Library Assistant Library Specialist RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) _ Current Class Title _ - - Final ,- Is.uulessncted) - - - Grade 115 112 115 121 Housing Counseling & Homeless Supervisor 122 Combine Levels I & II 118 Human Resources Analyst If and select Ws 120 Health and Human Services Contract Compliance Analyst 120 117 120 126 117 119 125 Application Architect 131 124 Deployment Services Tech 123 124 Project Manager 129 126 127 Customer Services Technician 1 114 Customer Services Technician II 118 Customer Services Technician III 120 Supervisor I - Info. Tech., Supervisor- Radio Communications 130 Supervisor II - Information Technology 131 115 119 121 117 125 109 112 128 129 122 107 110 118 Library Technician 1 108 Library Acquisitions Specialist 112 Minimum- Maximum $46,597 $62,431 $40,252 $53,930 $46,597 $62,431 $62,444 $83,664 $65,567 $87,847 $53,942 $72,272 $59,471 $79,680 $59,471 $79,680 $51,373 $68,830 $59,471 $79,680 $79,697 $106,778 $51,373 $68,830 $56,639 $75,885 $75,902 $101,694 $101,715 $136,279 $72,287 $96,851 $68,845 $92,239 $72,287 $96,851 $92,259 $123,609 $79,697 $106,778 $83,682 $112,117 $44,378 $59,458 $53,942 $72,272 $59,471 $79,680 $96,872 $129,790 $101,715 $136,279 $46,597 $62,431 $56,639 $75,885 $62,444 $83,664 $51,373 $68,830 $75,902 $101,694 $34,771 $46,587 $40,252 $53,930 $87,866 $117,723 $92,259 $123,609 $65,567 $87,847 $31,225 $42,256 $36,510 $48,916 $53,942 $72,272 $33,116 $44,368 $40,252 $53,930 7 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) Proposed Class Tide Library Supervisor Library Technician Loan & Finance Officer Loan Closer Loan Coordinator Locksmith Mail & Distribution Clerk Mail & Distribution Leader Maintenance Laborer Maintenance Planner Maintenance Supervisor I Maintenance Supervisor II Major/Deputy Chief of Staff Manager Animal Control Manager Aviation & Transportation Manager Business Development Manager Children's Village Manager Civil/Criminal Division/Judicial Assistant Manager Community Corrections Manager Facilities Maintenance & Operations Manager Facilities Planning & Engineering Manager Human Resources Manager Information Technology Manager Judicial Support/Judicial Assistant Manager National & International Business Development Manager Neighborhood & Housing Development Manager Parks & Recreation Operations Manager Planning Manager Support Services Manager Veteran's Services Manager Workforce Development Market Research Analyst Marketing & Communications Officer Marketing Coordinator Medical Director Medical Examiner Administrator Medical Examiner Assistant Medical Examiner Assistant Leader Medical Examiner Investigator Medical Examiner Investigator Supervisor Medical Examiner Supervisor - - - _ Current Class Title - Final Minimum Maximum - ,- - - (Some unless noted) - -Grade- 120 $59,471 $79,680 Library Technician II &Jail Library Technician 109 $34,771 $46,587 120 $59,471 $79,680 115 $46,597 $62,431 117 $51,373 $68,830 115 $46,597 $62,431 Clerk II/Deliveryperson & Support Services Equipment Operator 108 $33,116 $44,368 109 $34,771 $46,587 108 $33,116 $44,368 Combine Levels I & II 119 $56,639 $75,885 121 $62,444 $83,664 123 $68,845 $92,239 131 $101,715 $136,279 129 $92,259 $123,609 130 $96,872 $129,790 129 $92,259 $123,609 131 $101,715 $136,279 130 $96,872 $129,790 130 $96,872 $129,790 130 $96,872 $129,790 130 $96,872 $129,790 129 $92,259 $123,609 134 $117,748 $157,760 130 $96,872 $129,790 129 $92,259 $123,609 Manager Community & Home Improvement 129 $92,259 $123,609 129 $92,259 $123,609 130 $96,872 $129,790 129 $92,259 $123,609 129 $92,259 $123,609 130 $96,872 $129,790 121 $62,444 $83,664 127 $83,682 $112,117 120 $59,471 $79,680 142 $173,968 $233,084 127 $83,682 $112,117 MEO Assistant 110 $36,510 $48,916 113 $42,265 $56,627 119 $56,639 $75,885 121 $62,444 $83,664 MEO Supervisor 116 $48,927 $65,553 8 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) Proposed Class Title Medical Technologist Micrographic Equipment Operator I Micrographic Equipment Operator II MCC Administrative Supervisor Multi Media Specialist Natural Resource Project Coordinator Natural Science Program Coordinator Neighborhood & Housing Development Coordinator Neighborhood & Housing Development Field Technician Neighborhood & Housing Development Field Technician -Senior Neighborhood & Housing Development Specialist Neighborhood & Housing Development Specialist - Senior Neighborhood & Housing Development Technician NET Auditor Network Administrator I Network Administrator It Network Engineer Nutrition Technician - WIC Office Leader Office Supervisor I Office Supervisor II Office Support Clerk Office Support Clerk - Senior Paralegal Parks & Recreation Business Systems Supervisor Parks & Recreation Organizational Development Supervisor Parks Naturalist Parks Supervisor Payroll Specialist Payroll Specialist -Senior Permanency Case Coordinator Personal Property Tax Collector Personal Property Tax Collector - Senior Personal Property Tax Collector Supervisor Planner -Associate Planner - Principal Planner -Senior Plat & Boundary Review Specialist Principal Attorney Probate Court Supervisor Probate Register - Current Class Title _ _ _ Final I Minimum Maximum - - - - - {5ame unless noted) - - - Grade . . . 119 $56,639 $75,885 107 $31,225 $42,256 109 $34,771 $46,587 119 $56,639 $75,885 122 $65,567 $87,847 121 $62,444 $83,664 119 $56,639 $75,885 Community & Home Improvement Coordinator 115 $46,597 $62,431 Community & Home Improvement Field Technician 119 $56,639 $75,885 Senior Community & Home Improvement Field Technician 120 $59,471 $79,680 Community & Home Improvement Specialist 119 $56,639 $75,885 Senior Community & Home Improvement Specialist 120 $59,471 $79,680 Community & Home Improvement Technician 117 $51,373 $68,830 124 $72,287 $96,851 124 $72,287 $96,851 128 $87,866 $117,723 129 $92,259 $123,609 110 $36,510 $48,916 110 $36,510 $48,916 113 $42,265 $56,627 117 $51,373 $68,830 Clerk, Office Assistant I, Receptionist Clerk 107 $31,225 $42,256 Office Assistant 11, Health Lab Clerk, Materials Management Clerk at IT 109 $34,771 $46,587 Paralegal Criminal Prosecutor, Support Specialist, Paralegal WRC 116 $48,927 $65,553 Parks & Rec Business Development Rep 121 $62,444 $83,664 Parks & Rec Business Development Rep 121 $62,444 $83,664 117 $51,373 $68,830 123 $68,845 $92,239 Payroll Specialist 1 115 $46,597 $62,431 Payroll Specialist 11 119 $56,639 $75,885 120 $59,471 $79,680 115 $46,597 $62,431 117 $51,373 $68,830 121 $62,444 $83,664 Associate Planner 119 $56,639 $75,885 Principal Planner 122 $65,567 $87,847 Senior Planner 120 $59,471 $79,680 121 $62,444 $83,664 Assistant Prosecutor IV 131 $101,715 $136,279 117 $51,373 $68,830 128 $87,866 $117,723 9 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - Proposed Class Title - - Current Class Title - Final - Minimum - Maximum - - {Sorrmeunlessnoted) - - . .-. Grade Probate Specialist 112 $40,252 $53,930 Probation Officer Combine Levels I & II 117 $51,373 $68,830 Probation Officer -Senior Probation Officer III & Senior Probation Officer 119 $56,639 $75,885 Procurement & Compliance Specialist 112 $40,252 $53,930 Procurement Technician 110 $36,510 $48,916 Production Control Analyst 113 $42,265 $56,627 Project Manager Engineer Architectural Engineer III & Facilities Management Specialist 125 $75,902 $101,694 Project Support Specialist 112 $40,252 $53,930 Property & Evidence Technician Property Room Technician 114 $44,378 $59,458 Property& Evidence Technician -Senior Senior Property Room Technician 117 $51,373 $68,830 Property Management Specialist 122 $65,567 $87,847 Prosecutor Trainee - 109 $34,771 $46,587 Psychologist -Senior Senior Psychologist 126 $79,697 $106,778 Public Health Educator 1 113 $42,265 $56,627 Public Health Educator II 115 $46,597 $62,431 Public Health Educator III 119 $56,639 $75,885 Public Health Educator Supervisor 124 $72,287 $96,851 Public Health Emergency Preparedness Specialist 121 $62,444 $83,664 Public Health Nutrition Supervisor 122 $65,567 $87,847 Public Health Nutritionist 1 114 $44,378 $59,458 Public Health Nutritionist 11 117 $51,373 $68,830 Public Health Nutritionist 111 119 $56,639 $75,885 Public Health Sanitarian 119 $56,639 $75,885 Public Health Sanitarian -Senior Senior PH Sanitarian 122 $65,567 $87,847 Public Health Sanitarian Supervisor 124 $72,287 $96,851 Public Health Sanitarian Technician 115 $46,597 $62,431 Public Health Technician 109 $34,771 $46,587 Pump Maintenance Supervisor l 122 $65,567 $87,847 Pump Maintenance Supervisor II 123 $68,845 $92,239 Quality & Process Improvement Supervisor 122 $65,567 $87,847 Radiologic Technologist 113 $42,265 $56,627 Real Estate Appraiser Trainee l 107 $31,225 $42,256 Real Estate Appraiser Trainee II 110 $36,510 $49,916 Real Estate Recording Clerk 110 $36,510 $48,916 Record Retention Specialist 112 $40,252 $53,930 Recreation Program Coordinator Recreation Specialist 114 $44,378 $59,458 Recreation Program Supervisor 120 $59,471 $79,680 Reimbursement Accounts Specialist 116 $48,927 $65,553 Revenue Collection Specialist 115 $46,597 $62,431 Right of Way Agent 117 $51,373 $68,830 Risk Management Claims Analyst 119 $56,639 $75,885 10 Proposed Class Title Safety Coordinator SCADA System Engineer Secretary Security Systems Specialist Security Systems Supervisor Sewer Maintenance Supervisor I Sewer Maintenance Supervisor II Sheriff Communications Quality Assurance Supervisor Sheriff Community Liaison Sheriff Fiscal Officer Sheriff Supervisor of State & Federal Affairs Sheriff Technical Support Specialist Small Business Analyst Small Business Counselor Social Worker Staff Assistant - BOC Staff Assistant - Workforce Development Staff Assistant- WRC Staff Psychiatrist Supervisor Administrative Services Supervisor Business Retention & Expansion Supervisor Child Support Accounts Supervisor Community Corrections Supervisor Construction Support & Drain Maintenance Supervisor Court Clerk Support Supervisor Cross Connection & Pre -Treatment Supervisor District Court Administration Supervisor Equalization Administrative Services Supervisor Facilities Maintenance & Operations Administrative Services Supervisor Facilities Planning & Engineering Supervisor FCC Administration Supervisor GIS/CAD Supervisor Health Central Support Services Supervisor Human Resources Supervisor Information Services Supervisor Jury Office Supervisor Juvenile Court Legal Processing Operations Supervisor Land Description & Mapping Supervisor Local Business Development Supervisor Marketing & Communications Supervisor Neighborhood & Housing Development SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - -- " current Classriitle _ - - - - final. a - - Minimum - Maximum - " -, -"--- - {Same unless noted) - Grade - 120 $59,471 $79,680 129 $92,259 $123,609 Combine Levels I & II 112 $40,252 $53,930 117 $51,373 $68,830 _ 119 $56,639 $75,885 _ 120 $59,471 $79,680 122 $65,567 $87,847 121 $62,444 $83,664 120 $59,471 $79,680 _ 131 $101,715 $136,279 122 $65,567 $87,847 121 $62,444 $83,664 115 $46,597 $62,431 119 $56,639 $75,885 Social Worker II 121 $62,444 $83,664 119 $56,639 $75,885 119 $56,639 $75,885 119 $56,639 $75,885 139 $150,280 $201,346 119 $56,639 $75,885 124 $72,287 $96,851 119 $56,639 $75,885 123 $68,845 $92,239 122 $65,567 $87,847 Supervisor Clerk Support 121 $62,444 $83,664 . 122 $65,567 $87,847 119 $56,639 $75,885 121 $62,444 $83,664 120 $59,471 $79,680 126 $79,697 $106,778 119 $56,639 $75,885 120 $59,471 $79,680 119 $56,639 $75,885 Includes Supervisor -Employee Benefits 124 $72,287 $96,851 125 $75,902 $101,694 120 $59,471 $79,680 121 $62,444 $83,664 123 $68,845 $92,239 124 $72,287 $96,851 Includes Supv P&R Marketing & Communications 123 $68,845 $92,239 Supervisor Community & Home Improvement 122 $65,567 $87,847 11 Proposed Class Title Supervisor Neighborhood & Housing Development Administrative Service Supervisor Parks & Recreation Planning Supervisor Planning & Evaluation Supervisor Planning, Zoning & Land Use Supervisor Probate Court Operations Supervisor Public Health Nursing Supervisor Purchasing Supervisor Right of Way Supervisor Settlement & Distribution Supervisor Sheriff Administrative Services Supervisor Sheriff Contracts & Accounts Supervisor Sheriff Program Services Supervisor Sheriff's Records Supervisor Soil Erosion Supervisor Technical Projects Supervisor WRC Financial Services Supervisor WRC Retention Basins Systems Administrator I Systems Administrator II Systems Analyst - Senior Systems Control Supervisor I Systems Control Supervisor II Systems Engineer Tax Standards Specialist Technical Aide Technical Architect Technical Office Specialist Technical Operations Supervisor Telecommunication Network Supervisor Telephone Communications Technician Training Assistant Transactional Attorney - Corporation Counsel Treasurer Cash Accounting Supervisor Treasurer Community Liaison Treasurer Property Specialist Treasurer Special Accountant Treasurer Special Accounting Supervisor Treatment Services Clinician I Treatment Services Clinician 11 Treatment Services Supervisor User Support Specialist I SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - Current Class Tide Some untessnoted) s Supervisor Community& Home Improvement Administrative Services Technical Assistant & Library Technical Support Specialist Financial Attorney Corporation Counsel -Final Minimum 1, Maximum -Grade 122 $65,567 $87,847 122 $65,567 $87,847 124 $72,287 $96,851 124 $72,287 $96,851 124 $72,287 $96,851 124 $72,287 $96,851 122 $65,567 $87,847 121 $62,444 $83,664 122 $65,567 $87,847 125 $75,902 $101,694 122 $65,567 $87,847 124 $72,287 $96,851 120 $59,471 $79,680 120 $59,471 $79,680 122 $65,567 $87,847 124 $72,287 $96,851 123 $68,845 $92,239 124 $72,287 $96,851 128 $87,866 $117,723 129 $92,259 $123,609 122 $65,567 $87,847 123 $68,845 $92,239 129 $92,259 $123,609 119 $56,639 $75,885 107 $31,225 $42,256 131 $101,715 $136,279 112 $40,252 $53,930 124 $72,287 $96,851 124 $72,287 $96,851 117 $51,373 $68,830 115 $46,597 $62,431 130 $96,872 $129,790 122 $65,567 $87,847 119 $56,639 $75,885 121 $62,444 $83,664 116 $48,927 $65,553 122 $65,567 $87,847 119 $56,639 $75,885 121 $62,444 $83,664 124 $72,287 $96,851 117 $51,373 $68,830 12 RECOMMENDED SALARY PLAN FULL-TIME NON -REPRESENTED EMPLOYEES (UNIFIED) - - Current Class Title - - Proposed Class Title - User Support Specialist 11 Vaccine Supply Coordinator Veterans Benefits Coordinator Veterans Benefits Counselor I Veterans Benefits Counselor 11 Veterans Benefits Supervisor Veterinarian Victim Advocate Victim Services Supervisor Warrants Clerk Warrants Specialist Water Maintenance Supervisor I Water Maintenance Supervisor II Water Resource Recovery Supervisor I Water Resource Recovery Supervisor I - CRW RRF Water Resource Recovery Supervisor II Water Resource Recovery Supervisor 11 - CRWRRF Wellness Coordinator Work Projects Supervisor Workforce Development Specialist WRC Attorney WRC Billing Coordinator WRC Billing Supervisor I WRC Billing Supervisor II WRC Community Liaison WRC Easement Coordinator WRC Industrial Pretreatment Supervisor WRC Operations Clerk WRC Quality & Safety Coordinator WRC User Support Leader Youth & Family Casework Supervisor Youth Assistance Casework Supervisor Youth Specialist Supervisor .jsome uniess noted) - Vaccine Supply Coordinator Veterans Benefits Counselor III Sewage Treatment Supervisor I Sewage Treatment Supervisor II Combine Levels I, 11 & III WRC Senior Attorney Senior Billing Coordinator ISO & Safety Systems Coordinator Final - Minimum Grade I- 1 -Maximum 120 $59,471 $79,680 113 $42,265 $56,627 120 $59,471 $79,680 115 $46,597 $62,431 117 $51,373 $68,830 122 $65,567 $87,847 130 $96,872 $129,790 117 $51,373 $68,830 120 $59,471 $79,680 109 $34,771 $46,587 115 $46,597 $62,431 120 $59,471 $79,680 122 $65,567 $87,847 120 $59,471 $79,680 120 $59,471 $79,680 122 $65,567 $87,847 122 $65,567 $87,847 118 $53,942 $72,272 117 $51,373 $68,830 121 $62,444 $83,664 123 $68,845 $92,239 117 $51,373 $68,830 119 $56,639 $75,885 124 $72,287 $96,851 120 $59,471 $79,680 119 $56,639 $75,885 122 $65,567 $87,847 109 $34,771 $46,587 121 $62,444 $83,664 121 $62,444 $83,664 122 $65,567 $87,847 122 $65,567 $87,847 118 $53,942 $72,272 13 RECOMMENDED SALARY PLAN PART-TIME NON -REPRESENTED EMPLOYEES Proposed Class Title Current Class Title Final Minimum Maximum - (Same unless noted) - Grade - Airport Station Operator Selected General Helpers from Airport 207 $15.02 $17.69 Animal Census Leader 207 $15.02 $17.69 Animal Census Worker Summer Census Worker 201 $11.31 $13.20 Bus Driver 207 $15.02 $17.69 Children's Village Program Leader 202 $11.88 $13.86 College Intern 208 $15.92 $18.57 Contingent Staff Nurse 224 $34.75 $40.54 Court Park Deputy 214 $21.34 $24.89 Criminal Justice/ Casework Assistant Summer Criminal Justice/ Casework Assistant 202 $11.88 $13.86 Engineering Intern Student Engineer 208 $15.92 $18.57 Epidemiologist Intern Student Epidemiologist 208 $15.92 $18.57 Food Service Worker 201 $11.31 $13.20 General Clerical 207 $15.02 $17.69 Head Lifeguard 207 $15.02 $17.69 Health Education Assistant Summer Health Education Assistant 202 $11.88 $13.86 Horticultural Advisor Seasonal Horticultural Advisor 202 $11.88 $13.86 Laborer Seasonal Laborer 201 $11.31 $13.20 Law Clerk Intern Law Clerk 208 $15.92 $18.57 Lifeguard 203 $12.47 $14.55 234 $34.75 $40.54 Magistrate Marine Deputy 214 $21.34 $24.89 Marine Mechanic 215 $22.40 $26.13 Mounted Deputy 214 $21.34 $24.89 Parks & Recreation Attendant 201 $11.31 $13.20 Parks & Recreation Program Leader 202 $11.88 $13.86 Parks Helper 203 $12.47 $14.55 Physician Part -Time 245 $96.82 $112.95 Probation Investigator 212 $19.35 $22.58 Project Advisor 223 $33.10 $38.61 Recreation Program Specialist Seasonal Program Specialist 209 $16.72 $19.50 Sanitarian Intern Student Sanitarian 208 $15.92 $18.57 Student 207 $15.02 $17.69 Summer Business Assistant 202 $11.88 $13.86 Summer Business Clerk 201 $11.31 $13.20 Veterinarian Technician Assistant 207 $15.02 $17.69 14 RECOMMENDED SALARY PLAN APPOINTED EMPLOYEES Proposed Class Title Current Class Title Final Minimum Maximum (Same unless noted) Grade Administrative Assistant to Elected Officials (except Judges) 317 $51,373 $68,830 BOC Chief of Staff openl $143,124 $170,914 Chief Deputy Treasurer openl $143,124 $170,914 Chief Deputy Water Resources Commissioner openl $143,124 $170,914 Chief Diversity, Equity & Inclusion Officer 332 $106,801 $143,092 Circuit Court Administrator 337 $136,308 $182,626 Community Affairs Manager 326 $79,697 $106,777 Corporation Counsel 337 $136,308 $182,626 County Executive Assistant 325 $75,901 $101,693 Deputy Chief Prosecutor openl $143,124 $170,914 Deputy Circuit Court Administrator Deputy Court Administrator 336 $129,817 $173,929 Deputy Clerk Register of Deeds openl $143,124 $170,914 Deputy Corporation Counsel 336 $129,817 $173,929 Deputy County Executive l open2 $165,683 $197,854 Deputy County Executive ll open3 $173,968 $207,747 Deputy Director Economic Development 335 $123,636 $165,647 Deputy Director Human Resources 335 $123,636 $165,647 Deputy District Court Administrator 325 $75,901 $101,693 Director Central Services 337 $136,308 $182,626 Director Economic Development 337 $136,308 $182,626 Director Emergency Management & Homeland Security 337 $136,308 $182,626 Director Facilities Management 337 $136,308 $192,626 Director Health & Human Services 337 $136,308 $182,626 Director Human Resources 337 $136,308 $182,626 Director Information Technology 337 $136,308 $182,626 Director Management & Budget 337 $136,308 $182,626 Director Public Services 337 $136,308 $182,626 District Court Administrator 336 $129,817 $173,929 Friend of the Court 336 $129,817 $173,929 Investment Administrator 329 $92,259 $123,608 Manager Homeland Security 329 $92,259 $123,608 Media & Communications Officer 326 $79,697 $106,777 Probate Court Administrator 336 $129,817 $173,929 Risk Manager 336 $129,817 $173,929 Undersheriff openl $143,124 $170,914 * n/g = no grade 15 Appointed Administrator Salary Plan Guidelines Introduction Oakland County recognizes the importance and contribution of its staff and administrators in pursuing, achieving and supporting the Oakland County mission. Therefore, the County maintains a compensation program directed toward attracting, retaining and rewarding a qualified, high - performing and diverse workforce. Reason for Policy This policy promotes a mutual understanding regarding the purpose of salaries of appointed administrator positions, establishes rationale for annual salary adjustments, and guides consistency and accountability in compensation practices for employees covered by this policy. It is understood that appointed administrators are not bound by the salary plan as indicated in the Merit Rules. It is also understood that each County Department that has direct oversight by an elected official has unique nuances that support adjusting appointee yearly salary recommendations differently. Employee Classification Covered Under this Policy • Board of Commissioners Chief of Staff • Deputy Clerk Register of Deeds • Deputy County Executive I • Deputy County Executive II • Corporation Counsel • Director of Central Services • Director Economic Development and Community Affairs • Director of Facilities Management • Director of Health & Human Services • Director of Human Resources • Director of Information Technology • Director of Management and Budget • Director of Public Services • Deputy of Corporation Counsel • Deputy Director Economic Development & Community Affairs • Deputy Human Resources Director • Manager Homeland Security • Media and Communications Officer • Risk Manager • County Executive Assistant • Chief Deputy Treasurer • Investment Administrator • Deputy Chief Prosecutor • Undersheriff • Chief Deputy Water Resources Commissioner • Administrative Assistant to Elected Officials (except Judges) • Circuit Court Administrator • Deputy Circuit Court Administrator • Friend of the Court • District Court Administrator • Deputy District Court Administrator • Probate Court Administrator This list may be modified to add, or delete, employee classifications as necessary. Policy Statement In the past, employees in an appointed positions automatically received a merit increase on their anniversary date. A recommended eight step salary range has been recommended for each appointed classification listed within this policy. Under this new plan, salary adjustments for employees covered bythis policy must be supported by written justification to Human Resources prior to payroll processing. • New Hire Placement: It is recommended that new hires be placed on the first step of the range designated by the Appointed Salary Plan. Exceptions may be made upon recommendation by the department and subsequent approval by Human Resources under the following conditions. o When the employee enters the new classification by way of promotion or transfers from another County classification with a higher salary than the base rate of the new classification. o When the employee possesses recent directly comparable work experience or academic qualifications which exceed the minimum requirements for the classifications. o When there is an acute shortage of qualified candidates for the classification It is not recommended to place an employee below the suggested minimum pay range for appointed classifications. Any request to place an employee below the minimum must be approved by the Deputy County Executive over Human Resources • Recommended Progression: It is recommended that appointed classifications are to move up one step on their anniversary date. Below are some factors that would allow an employee to progress through the range outside of the above recommendation or maintaining current step. Please note: Moving outside the normal progression should be a rare occurrence and consideration of equal and fair treatment of all appointed positions within a department should be taken into account. o Performance: Moving an employee outside of the recommended salary step progression will require written justification of the multiple step movement. This will also be the same for any employee recommended not to increase to the next step. The goal is to ensure that treatment of our employees fair and equitable and will require justification when moving one or more employees outside of the normal recommended progression. o Market or equity: Market (or market rate) is the rate of pay with which Oakland County competes in fields or disciplines within the region. When necessary and appropriate, salary adjustments not related to performance, but intended to correct market or equity disparities may be proposed for individual employees or groups of employees. Consultation with the Compensation division regarding market and equity adjustments of appointed classifications is part of the documentation process. Salary adjustments for appointed classifications as designated in this policy will require approval of the Deputy County Executive over Human Resources. o Special Circumstances: Adjustments may be requested under special circumstances and will require approval of the Deputy County Executive over Human Resources. o Internal Equity: It is understood that there may be a reason to not progress certain employees through the recommended range due to internal pay equity. It is important to note, that should there be no movement in the pay range due to internal equity, that all employees affected within that unit are treated the same. Adjustments to the Salary Range The appointed salary plan policy is applicable for all funding sources. All individual salary adjustments are subject to available funding during the budget process. General increases, if administered, will automatically adjust the pay range to reflect cost of living, assuming budget approval. Policy Administration This policy is administered by the Compensation Division of Human Resources, under the supervision of the Deputy County Executive over Human Resources. Any questions regarding this policy can be directed to Heather Mason, Supervisor over Compensation and Classification Unit, masonhPoakgov.com. 107 108 109 110 111 112 113 114 115 RECOMMENDED UNIFIED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 31,223 32,799 34,375 35,951 37,527 39,103 40,679 42,256 Bi-wkly 1,200.88 1,261.50 1,322.12 1,382.73 1,443.35 1,503.96 1,564.58 1,625.23 Hourly 15.0111 15.7688 16.5264 17.2841 18.0418 18.7995 19.5572 20.3154 Annual 33,116 34,723 36,331 37,938 39,546 41,153 42,761 44,368 Bi-wkly 1,273.69 1,335.50 1,397.35 1,459.15 1,521.00 1,582.81 1,644.65 1,706.46 Hourly 15.9212 16.6938 17.4668 18.2394 19.0125 19.7851 20.5582 21.3308 Annual 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 Bi-wkly 1,337.35 1,402.27 1,467.19 1,532.12 1,597.04 1,661.96 1,726.88 1,791.81 Hourly 16.7168 17.5284 18.3399 19.1514 19.9630 20.7745 21.5861 22.3976 Annual 36,510 38,282 40,055 41,827 43,599 45,372 47,144 48,916 Bi-wkly 1,404.23 1,472.38 1,540.58 1,608.73 1,676.88 1,745.08 1,813.23 1,881.38 Hourly 17.5529 18.4048 19.2572 20.1091 20.9611 21.8135 22.6654 23.5173 Annual 38,335 40,196 42,057 43,918 45,779 47,640 49,501 51,362 Bi-wkly 1,474.42 1,546.00 1,617.58 1,689.15 1,760.73 1,832.31 1,903.88 1,975.46 Hourly 18.4303 19.3250 20.2197 21.1144 22.0091 22.9038 23.7986 24.6933 Annual 40,252 42,206 44,160 46,114 48,068 50,022 51,976 53,930 BI-wkly 1,548.15 1,623.31 1,698.46 1,773.62 1,848.77 1,923.92 1,999.08 2,074.23 Hourly 19.3519 20.2913 21.2308 22.1702 23.1096 24.0490 24.9885 25.9279 Annual 42,265 44,317 46,368 48,420 50,472 52,523 54,575 56,627 Bi-wkly 1,625.58 1,704.50 1,783.38 1,862.31 1,941.23 2,020.12 2,099.04 2,177.96 - Hourly 20.3197 21.3063 22.2923 23.2788 24.2654 25.2514 26.2380 27.2245 Annual 44,378 46,532 48,687 50,841 52,995 55,150 57,304 59,458 Bi-Wkly 1,706.85 1,789.69 1,872.58 1,955.42 2,038.27 2,121.15 2,204.00 2,286.85 Hourly 21.3356 22.3712 23.4072 24.4428 25.4784 26.5144 27.5500 28.5856 Annual 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431 Bi-wkly 1,792.19 1,879.19 1,966.19 2,053.19 2,140.19 2,227.19 2,314.19 2,401.19 Hourly 22.4024 23.4899 24.5774 25.6649 26.7524 27.8399 28.9274 30.0149 116 117 118 119 120 121 122 123 124 RECOMMENDED UNIFIED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 48,927 51,302 53,677 56,052 58,427 60,802 63,178 65,553 Bi-Wkly 1,881.81 1,973.15 2,064.50 2,155.85 2,247.19 2,338.54 2,429.92 2,521.27 Hourly 23.5226 24.6644 25.8063 26.9481 28.0899 29.2317 30.3740 31.5159 Annual 51,373 53,867 56,361 58,855 61,349 63,843 66,336 68,830 Bi-Wkly 1,975.88 2,071.81 2,167.73 2,263.65 2,359.58 2,455.50 2,551.38 2,647.31 Hourly 24.6986 25.8976 27.0966 28.2957 29.4947 30.6938 31.8923 33.0913 Annual 53,942 56,560 59,179 61,798 64,416 67,035 69,653 72,272 Bi-Wkly 2,074.69 2,175.38 2,276.12 2,376.85 2,477.54 2,578.27 2,678.96 2,779.69 Hourly 25.9337 27.1923 28.4514 29.7106 30.9692 32.2284 33.4870 34.7462 Annual 56,639 59,388 62,138 64,887 67,637 70,386 73,136 75,885 Bi-Wkly 2,178.42 2,284.15 2,389.92 2,495.65 2,601.42 2,707.15 2,812.92 2,918.65 Hourly 27.2303 28.5519 29.8740 31.1957 32.5178 33.8394 35.1615 36.4832 Annual 59,471 62,358 65,245 68,132 71,019 73,906 76,793 79,680 Bi-Wkly 2,287.35 2,398.38 2,509.42 2,620.46 2,731.50 2,842.54 2,953.58 3,064.62 Hourly 28.5918 29.9798 31.3678 32.7558 34.1438 35.5317 36.9197 38.3077 Annual 62,444 65,476 68,507 71,538 74,570 77,601 80,632 83,664 13i-Wkly 2,401.69 2,518.31 2,634.88 2,751.46 2,868.08 2,984.65 3,101.23 3,217.85 Hourly 30.0212 31.4788 32.9361 34.3933 35.8510 37.3082 38.7654 40.2231 - Annual 65,567 68,750 71,932 75,115 78,298 81,481 84,664 87,847 _ Bi-Wkly 2,521.81 2,644.23 2,766.62 2,889.04 3,011.46 3,133.88 3,256.31 3,378.73 Hourly 31,5226 33.0529 34.5827 36.1130 37.6433 39.1736 40.7038 42.2341 _ Annual 68,845 72,187 75,529 78,871 82,213 85,555 88,897 92,239 BI-Wkly 2,647.88 2,776.42 2,904.96 3,033.50 3,162.04 3,290.58 3,419.12 3,547.65 Hourly 33.0986 34.7053 36.3120 37.9188 39.5255 41.1322 42.7389 44.3457 - Annual 72,287 75,796 79,305 82,815 86,324 89,833 93,342 96,851 Bi-Wkly 2,780.27 2,915.23 3,050.19 3,185.19 3,320.15 3,455.12 3,590.08 3,725.04 Hourly 34.7534 36.4404 38.1274 39.8149 41.5019 43.1889 44.8760 46.5630 125 126 127 128 129 130 131 132 133 r RECOMMENDED UNIFIED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 75,902 79,586 83,271 86,955 90,640 94,324 98,009 101,694 ei-Wkly 2,919.31 3,061.00 3,202.73 3,344.42 3,486.15 3,627.85 3,769.58 3,911.31 Hourly 36.4913 38.2625 40.0341 41.8053 43.5769 45.3481 47.1197 48.8913 - Annual 79,697 83,566 87,434 91,303 95,172 99,041 102,910 106,778 ei-wkly 3,065.27 3,214.08 3,362.85 3,511.65 3,660.46 3,809.27 3,958.08 4,106.85 Hourly 38.3159 40.1760 42.0356 43.8957 45.7558 47,6159 49.4760 51.3356 Annual 83,682 87,744 91,806 95,868 99,931 103,993 108,055 112,117 al-wkly 3,218.54 3,374.77 3,531.00 3,687.23 3,843.50 3,999.73 4,155.96 4,312.19 Hourly 40.2317 42.1846 44.1375 46.0904 48.0438 49.9966 51.9495 53.9024 Annual 87,866 92,131 96,396 100,662 104,927 109,192 113,458 117,723 el-wkly 3,379.46 3,543.50 3,707.54 3,871.62 4,035.65 4,199.69 4,363.77 4,527.81 - Hourly 42.2433 44.2938 46.3442 48.3952 50.4457 52.4962 54.5471 56.5976 _ Annual 92,259 96,738 101,216 105,695 110,173 114,652 119,131 123,609 si-wkly 3,548.42 3,720.69 3,892.92 4,065.19 4,237.42 4,409.69 4,581.96 4,754.19 Hourly 44.3553 46.5087 48.6615 50.8149 52.9678 55.1212 57.2745 59.4274 Annual 96,872 101,574 106,277 110,980 115,682 120,385 125,087 129,790 Bl-wkly 3,725.85 3,906.69 4,087.58 4,268.46 4,449.31 4,630.19 4,811.04 4,991.92 Hourly 46.5731 48.8337 51.0947 53.3558 55.6163 57.8774 60.1380 62.3990 Annual 101,715 106,653 111,591 116,528 121,466 126,404 131,342 136,279 _ Bi-wkly 3,912.12 4,102.04 4,291.96 4,481.85 4,671.77 4,861.69 5,051.62 5,241.50 Hourly 48.9014 51.2755 53.6495 56.0231 58.3971 60.7712 63.1452 65.5188 Annual 106,801 111,986 117,170 122,355 127,539 132,724 137,909 143,093 ei-wkly 4,107.73 4,307.15 4,506.54 4,705.96 4,905.35 5,104.77 5,304.19 5,503.58 Hourly 51.3466 53.8394 56.3317 58.8245 61.3168 63.8096 66.3024 68.7947 Annual 112,141 117,585 123,029 128,473 133,916 139,360 144,804 150,248 Bi-wkly 4,313.12 4,522.50 4,731.88 4,941.27 5,150.62 5,360.00 5,569.38 5,778.77 Hourly 53.9139 56.5313 59.1486 61.7659 64.3827 67.0000 69.6173 72.2346 ` 134 135 136 137 138 139 140 141 142 RECOMMENDED UNIFIED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 117,748 123,464 129,180 134,896 140,612 146,328 152,044 157,760 Bi-wkly 4,528.77 4,748.62 4,968.46 5,188.31 5,408.15 5,628.00 5,847.85 6,067.69 - Hourly 56.6096 59.3577 62.1058 64.8538 67.6019 70.3500 73.0981 75.8462 Annual 123,636 129,638 135,639 141,641 147,643 153,645 159,646 165,648 - si-wkly 4,755.23 4,986.08 5,216.88 5,447.73 5,678.58 5,909.42 6,140.23 6,371.08 Hourly 59.4404 62.3260 65.2111 68.0966 70.9822 73.8678 76.7529 79.6385 P Annual 129,818 136,119 142,421 148,723 155,025 161,327 167,629 173,931 BI-wkly 4,993.00 5,235.35 5,477.73 5,720.12 5,962.50 6,204.88 6,447.27 6,689.65 Hourly 62.4125 65.4418 68.4716 71.5014 74.5313 77.5611 80.5909 83.6207 Annual 136,308 142,925 149,542 156,159 162,776 169,393 176,010 182,627 - Bl-wkly 5,242.62 5,497.12 5,751.62 6,006.12 6,260.62 6,515.12 6,769.62 7,024.12 Hourly 65.5327 68.7139 71.8952 75.0764 78.2577 81.4389 84.6202 87.8014 Annual 143,124 150,072 157,019 163,967 170,915 177,863 184,811 191,758 si-wkly 5,504.77 5,772.00 6,039.19 6,306.42 6,573.65 6,840.88 7,108.12 7,375.31 Hourly 68.8096 72.1500 75.4899 78.8303 82.1707 85.5111 88.8514 92.1913 Annual 150,280 157,575 164,870 172,166 179,461 186,756 194,051 201,346 ai-wkly 5,780.00 6,060.58 6,341.15 6,621.77 6,902.35 7,182.92 7,463.50 7,744.08 Hourly 72.2500 75.7572 79.2644 82.7721 86.2793 89.7865 93.2938 96.8010 Annual 157,794 165,454 173,114 180,774 188,434 196,094 203,754 211,414 ei-wkly 6,069.00 6,363.62 6,658.23 6,952.85 7,247.46 7,542.08 7,836.69 8,131.31 - Hourly 75.8625 79.5452 83.2279 86.9106 90.5933 94.2760 97.9587 101.6413 Annual 165,684 173,727 181,770 189,813 197,856 205,899 213,941 221,984 Bl-wkly 6,372.46 6,681.81 6,991.15 7,300.50 7,609.85 7,919.19 8,228.50 8,537.85 Hourly 79.6558 83.5226 87.3894 91.2563 95.1231 98.9899 102.8563 106.7231 Annual 173,968 182,413 190,858 199,303 207,748 216,193 224,639 233,084 ei-wkly 6,691.08 7,015.88 7,340.69 7,665.50 7,990.31 8,315.12 8,639.96 8,964.77 Hourly 83.6385 87.6986 91.7587 95.8188 99.8788 103.9389 107.9995 112.0596 - RECOMMENDED PART-TIME SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 201 11.3149 11.6918 12.0683 12.4452 12.8221 13.1990 202 11.8803 12.2760 12.6721 13.0678 13.4635 13.8591 203 12.4745 12.8899 13.3053 13.7212 14.1365 14.5519 204 13.0981 13.5346 13.9707 14.4072 14.8433 15.2798 205 13.7529 14.2111 14.6692 15.1274 15.5856 16.0438 206 14.4409 14.9216 15.4029 15.8837 16.3649 16.8457 207 15.0159 15.5505 16,0846 16.6192 17.1538 17.6880 208 15.9212 16.4514 16.9817 17.5120 18.0423 18.5726 209 16.7168 17.2740 17.8308 18.3875 18.9442 19.5014 210 17.5529 18.1375 18.7221 19.3067 19.8913 20.4764 211 18.4303 19.0442 19.6582 20.2721 20.8861 21.5000 212 19.3519 19.9966 20.6413 21.2861 21.9303 22.5750 213 20.3197 20.9966 21.6731 22.3500 23.0269 23.7038 214 21.3356 22.0462 22.7567 23.4678 24.1784 24.8889 215 22.4024 23.1486 23.8947 24.6409 25.3875 26.1337 216 23.5226 24.3063 25.0894 25.8731 26.6567 27.4404 - 217 24.6986 25.5212 26.3442 27.1668 27.9894 28.8120 218 25.9337 26.7976 27.6611 28.5250 29.3889 30.2529 219 27.2303 28.1370 29.0442 29.9514 30.8582 31,7654 220 28.5918 29.5442 30.4966 31.4490 32.4014 33.3538 _ 221 30.0212 31.0212 32.0212 33.0212 34.0212 35.0212 222 31.5226 32.5726 33.6226 34.6726 35.7226 36.7726 223 33.0986 34.2010 35.3034 36.4063 37.5087 38.6111 224 34.7534 35.9111 37.0688 38.2264 39.3841 40.5418 225 36,4909 37.7067 38.9221 40.1375 41.3534 42.5688 226 38.3159 39.5918 40.8683 42.1447 43.4207 44.6971 227 40.2313 41.5716 42.9115 44.2519 45.5918 46.9322 RECOMMENDED PART-TIME SALARY PLAN Step 1 Step 2 42.2428 43.6500 44.3553 45.8327 46.5731 48.1240 48.9014 50,5303 51.3466 + 53.0572 53.9139 ! 55.7096 56.6096 Ij 58.4952 59.4404 61.4202 62.41.20 i 64.4913 65.5327 Ij 67.7159 68.8096 71.1014 72.2500 I 74.6567 75.8625 78.3894 79.6553 I 82.3087 83.6385 86.4240 87.8202 I 90.7457 92.2111 I 95.2827 96.8216 100.0471 Step 3 I Step 4 45.0572 46.4644 47.3101 48.7875 49.6755 I 51.2269 52.1596 I 53.7885 54.7673 I] 56.4779 1 57.5058 ' 59.3014 60.3808 I 62.2668 63.4000 I 65.3798 66.5702 I 68.6490 69.8986 I 72.0813 73.3933 75.6856 77.0630 I 79.4697 80.9163 83.4433 84.9620 87.6154 89.2101 91.9962 93.6707 I 96.5962 98.3543 I 101.4260 103.2721 I 106.4971 Step 5 47.8716 50.2649 52.7784 55.4173 58.1880 61.0976 64.1524 67.3601 70.7279 74.2644 77.9774 81.8764 85.9702 90.2688 94.7822 99.5212 104.4976 109.7221 Step 6 49.2784 [ 51.7423 54.3298 57.0462 59.8986 62.8933 66.0380 69.3399 72.8067 76.4471 € 80.2697 84.2832 88.4971 92.9221 _ 97.5683 102.4466 107.5688 112.9476 € RECOMMENDED APPOINTED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 23,535 24,677 25,819 26,962 28,104 29,247 30,389 31,532 301 Bi-wkly 905.19 949.12 993.04 1,037.00 1,080.92 1,124.88 1,168.81 1,212.77 Hourly 11.3149 11.8639 12.4130 12.9625 13.5115 14.0611 14.6101 15.1596 Annual 24,711 25,911 27,110 28,310 29,510 30,709 31,909 33,108 302 Bi-wkly 950.42 996.58 1,042.69 1,088.85 1,135.00 1,181.12 1,227.27 1,273.38 Hourly 11.8803 12.4572 13.0337 13.6106 14.1875 14.7639 15.3409 15.9173 Annual 25,947 27,206 28,466 29,726 30,985 32,245 33,504 34,764 303 Bi-wkly 997.96 1,046.38 1,094.85 1,143.31 1,191.73 1,240.19 1,288.62 1,337.08 Hourly 12.4745 13.0798 13.6856 14.2913 14.8966 15.5024 16.1077 16.7135 Annual 27,244 28,567 29,889 31,212 32,534 33,857 35,179 36,502 304 Bi-wkly 1,047.85 1,098.73 1,149.58 1,200.46 1,251.31 1,302.19 1,353.04 1,403.92 Hourly 13.0981 13.7341 14.3697 15.0058 15.6413 16.2774 16.9130 17.5490 Annual 28,606 29,995 31,384 32,772 34,161 35,550 36,938 38,327 305 Bi-Wkly 1,100.23 1,153.65 1,207.08 1,260.46 1,313.88 1,367.31 1,420.69 1,474.12 Hourly 13.7529 14.4207 15.0885 15.7558 16.4236 17.0913 17.7587 18.4264 Annual 30,037 31,495 32,953 34,411 35,869 37,327 38,785 40,243 306 Bi-wkly 1,155.27 1,211.35 1,267.42 1,323.50 1,379.58 1,435.65 1,491.73 1,547.81 Hourly 14.4409 15.1418 15.8428 16.5438 17.2447 17.9457 18.6466 19.3476 Annual 31,539 33,070 34,601 36,132 37,663 39,194 40,724 42,255 307 Bi-Wkly 1,213.04 1,271.92 1,330.81 1,389.69 1,448.58 1,507.46 1,566.31 1,625.19 Hourly 15.1630 15.8990 16.6351 17.3712 18.1072 18.8433 19.5788 20.3149 Annual 33,116 34,723 36,331 37,938 39,546 41,153 42,761 44,368 308 Bi-Wkly 1,273.69 1,335.50 1,397.35 1,459.15 1,521.00 1,582.81 1,644.65 1,706.46 Hourly 15.9212 16.6938 17.4668 18.2394 19.0125 19.7851 20.5582 21.3308 Annual 34,771 36,459 38,147 39,835 41,523 43,211 44,899 46,587 309 Bi-wkly 1,337.35 1,402.27 1,467.19 1,532.12 1,597.04 1,661.96 1,726.88 1,791.81 Hourly 16.7168 17.5284 18.3399 19.1514 19.9630 20.7745 21.5861 22.3976 Annual 36,510 38,282 40,055 41,827 43,599 45,371 47,144 48,916 310 Bi-Wkly 1,404.23 1,472.38 1,540.58 1,608.73 1,676.88 1,745.04 1,813.23 1,881.38 Hourly 17.5529 18.4048 19.2572 20.1091 20.9611 21.8130 22.6654 23.5173 RECOMMENDED APPOINTED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 - Annual 38,335 40,196 42,057 43,918 45,779 47,640 49,501 51,362 _ 311 Bi-Wkly 1,474.42 1,546.00 1,617.58 1,689.15 1,760.73 1,832.31 1,903.88 1,975.46 Hourly 18.4303 19.3250 20,2197 21.1144 22.0091 22.9038 23.7986 24.6933 Annual 40,252 42,206 44,160 46,114 48,068 50,022 51,976 53,930 312 Bi-Wkly 1,548.15 1,623.31 1,698.46 1,773.62 1,848.77 1,923.92 1,999.08 2,074.23 Hourly 19.3519 20.2913 21.2308 22.1702 23.1096 24.0490 24.9885 25.9279 Annual 42,265 44,316 46,368 48,420 50,471 52,523 54,575 56,626 313 Bi-Wkly 1,625.58 1,704.46 1,783.38 1,862.31 1,941.19 2,020.12 2,099.04 2,177.92 Hourly 20.3197 21.3058 22.2923 23.2788 24.2649 25.2514 26.2380 27.2240 Annual 44,378 46,532 48,686 50,841 52,995 55,149 57,303 59,458 314 Bi-Wkly 1,706.85 1,789.69 1,872.54 1,955.42 2,038.27 2,121.12 2,203.96 2,286.85 Hourly 21.3356 22.3712 23.4067 24.4428 25.4784 26,5139 27.5495 28.5856 Annual 46,597 48,859 51,121 53,383 55,645 57,907 60,169 62,431 315 BI-Wkly 1,792.19 1,879.19 1,966.19 2,053.19 2,140.19 2,227.19 2,314.19 2,401.19 Hourly 22.4024 23.4899 24.5774 25.6649 26.7524 27.8399 28.9274 30.0149 Annual 48,927 51,302 53,677 56,052 58,427 60,802 63,177 65,552 316 Bi-Wkly 1,881.81 1,973.15 2,064.50 2,155.85 2,247.19 2,338.54 2,429.88 2,521.23 Hourly 23.5226 24.6644 25.8063 26.9481 28.0899 29.2317 30.3736 31.5154 Annual 51,373 53,867 56,361 58,855 61,348 63,842 66,336 68,830 317 Bi-Wkly 1,975.88 2,071.81 2,167.73 2,263.65 2,359.54 2,455.46 2,551.38 2,647.31 Hourly 24.6986 25.8976 27.0966 28.2957 29.4942 30.6933 31.8923 33.0913 Annual 53,942 56,560 59,179 61,797 64,416 67,034 69,653 72,271 318 Bi-Wkly 2,074.69 2,175.38 2,276.12 2,376.81 2,477.54 2,578.23 2,678.96 2,779.65 Hourly 25.9337 27.1923 28.4514 29.7101 30.9692 32.2279 33.4870 34.7457 Annual 56,639 59,388 62,138 64,887 67,637 70,386 73,135 75,885 319 Bi-Wkly 2,178.42 2,284.15 2,389.92 2,495.65 2,601.42 2,707.15 2,812.88 2,918.65 Hourly 27.2303 28.5519 29.8740 31.1957 32.5178 33.8394 35.1611 36.4832 Annual 59,471 62,358 65,245 68,131 71,018 73,905 76,792 79,679 320 BI-Wkly 2,287.35 2,398.38 2,509.42 2,620.42 2,731.46 2,842.50 2,953.54 3,064.58 Hourly 28.5918 29.9798 31.3678 32.7553 34.1433 35.5313 36.9192 38.3072 RECOMMENDED APPOINTED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 62,444 65,476 68,507 71,538 74,569 77,600 80,632 83,663 321 Bi-wkly 2,401.69 2,518.31 2,634.88 2,751.46 2,868.04 2,984.62 3,101.23 3,217.81 Hourly 30.0212 31.4788 32.9361 34.3933 35.8505 37.3077 38.7654 40.2226 Annual 65,567 68,749 71,932 75,115 78,298 81,480 84,663 87,846 322 Bi-wkly 2,521.81 2,644.19 2,766.62 2,889.04 3,011.46 3,133.85 3,256.27 3,378.69 Hourly 31.5226 33.0524 34.5827 36.1130 37.6433 39.1731 40.7034 42.2337 Annual 68,845 72,187 75,529 78,871 82,213 85,555 88,896 92,238 323 Bi-wkly 2,647.88 2,776.42 2,904.96 3,033.50 3,162.04 3,290.58 3,419.08 3,547.62 Hourly 33.0986 34.7053 36,3120 37.9188 39.5255 41.1322 42.7385 44.3452 Annual 72,287 75,796 79,305 82,814 86,323 89,832 93,341 96,850 324 Bi-wkly 2,780.27 2,915.23 3,050.19 3,185.15 3,320.12 3,455.08 3,590.04 3,725.00 Hourly 34.7534 36.4404 38.1274 39.8144 41.5014 43.1885 44.8755 46.5625 Annual 75,901 79,586 83,270 86,955 90,639 94,324 98,008 101,693 325 Bi-wkly 2,919.27 3,061.00 3,202.69 3,344.42 3,486.12 3,627.85 3,769.54 3,911.27 Hourly 36.4909 38.2625 40.0337 41.8053 43.5764 45.3481 47.1192 48.8909 Annual 79,697 83,565 87,434 91,303 95,171 99,040 102,909 106,777 326 Bi-wkly 3,065.27 3,214.04 3,362.85 3,511.65 3,660.42 3,809.23 3,958.04 4,106.81 Hourly 38.3159 40,1755 42.0356 43.8957 45.7553 47.6154 49.4755 51.3351 Annual 83,681 87,744 91,806 95,868 99,930 103,992 108,054 112,116 327 Bi-wkly 3,218.50 3,374.77 3,531.00 3,687.23 3,843.46 3,999.69 4,155.92 4,312.15 Hourly 40.2313 42.1846 44.1375 46.0904 48.0433 49.9962 51.9490 53.9019 Annual 87,865 92,131 96,396 100,661 104,926 109,192 113,457 117,722 328 BI-wkly 3,379.42 3,543.50 3,707.54 3,871.58 4,035.62 4,199.69 4,363.73 4,527.77 Hourly 42.2428 44.2938 46.3442 48.3947 50.4452 52.4962 54.5466 56.5971 Annual 92,259 96,737 101,216 105,694 110,173 114,651 119,130 123,608 329 Bi-wkly 3,548.42 3,720.65 3,892.92 4,065.15 4,237.42 4,409.65 4,581.92 4,754.15 Hourly 44.3553 46.5082 48.6615 50.8144 52.9678 55.1207 57.2740 59.4269 Annual 96,872 101,574 106,277 110,979 115,681 120,384 125,086 129,789 330 Bi-wkly 3,725.85 3,906.69 4,087.58 4,268.42 4,449.27 4,630.15 4,811.00 4,991.88 Hourly 46.5731 48.8337 51.0947 53.3553 55.6159 57.8769 60.1375 62.3986 RECOMMENDED APPOINTED SALARY PLAN Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Annual 101,715 106,653 111,590 116,528 121,465 126,403 131,341 136,278 331 Bi-wkly 3,912.12 4,102.04 4,291.92 4,481.85 4,671.73 4,861.65 5,051.58 5,241.46 Hourly 48.9014 51.2755 53.6490 56.0231 58.3966 60.7707 63.1447 65.5183 Annual 106,801 111,985 117,170 122,354 127,539 132,723 137,908 143,092 ° 332 Bi-wkly 4,107.73 4,307.12 4,506.54 4,705.92 4,905.35 5,104.73 5,304.15 5,503.54 Hourly 51.3466 53.8389 56.3317 58.8240 61.3168 63.8091 66.3019 68.7942 Annual 112,141 117,585 123,028 128,472 133,916 139,359 144,803 150,247 333 Bi-Wkly 4,313.12 4,522.50 4,731.85 4,941.23 5,150.62 5,359.96 5,569.35 5,778.73 Hourly 53.9139 56.5313 59.1481 61.7654 64.3827 66.9995 69.6168 72.2341 Annual 117,748 123,464 129,180 134,896 140,611 146,327 152,043 157,759 334 Bi-Wkly 4,528.77 4,748.62 4,968.46 5,188.31 5,408.12 5,627.96 5,847.81 6,067.65 Hourly 56.6096 59.3577 62.1058 64.8538 67.6014 70.3495 73.0976 75.8457 Annual 123,636 129,637 135,639 141,640 147,642 153,644 159,645 165,647 335 Bi-Wkly 4,755.23 4,986.04 5,216.88 5,447.69 5,678.54 5,909.38 6,140.19 6,371.04 Hourly 59.4404 62.3255 65.2111 68,0962 70.9817 73.8673 76.7524 79.6380 Annual 129,817 136,119 142,421 148,722 155,024 161,326 167,628 173,929 336 Bi-Wkly 4,992.96 5,235.35 5,477.73 5,720.08 5,962.46 6,204.85 6,447.23 6,689.58 Hourly 62.4120 65.4418 68.4716 71.5010 74.5308 77.5606 80,5904 83,6197 Annual 136,308 142,925 149,542 156,159 162,775 169,392 176,009 182,626 337 Bi-Wkly 5,242.62 5,497.12 5,751.62 6,006.12 6,260.58 6,515.08 6,769.58 7,024.08 Hourly 65.5327 68.7139 71.8952 75.0764 78.2572 81.4385 84.6197 87.8010 Annual 143,124 150,071 157,019 163,966 170,914 177,862 184,809 191,757 _ 338 Bi-Wkly 5,504.77 5,771.96 6,039.19 6,306.38 6,573.62 6,840.85 7,108.04 7,375.27 Hourly 68.8096 72.1495 75.4899 78.8298 82.1702 85.5106 88.8505 92.1909 L Annual 150,280 157,575 164,870 172,165 179,460 186,755 194,050 201,345 339 Bi-Wkly 5,780.00 6,060.58 6,341.15 6,621.73 6,902.31 7,182.88 7,463.46 7,744.04 Hourly 72.2500 75.7572 79.2644 82.7716 86.2788 89.7861 93.2933 96.8005 Annual 157,794 165,453 173,113 180,773 188,433 196,093 203,752 211,412 340 Bi-wkly 6,069.00 6,363.58 6,658.19 6,952.81 7,247.42 7,542.04 7,836.62 8,131.23 Hourly 75.8625 79.5447 83.2274 86.9101 90.5928 94.2755 97.9577 101.6404 ` ApppINTED SALARY pLAN Step 8 ENDED step 6 Step 1 221,993 RECOMM 4 Step 5 897 213,g40 8 537.81 Step 3 Step 197,g54 205, 8,22g 46 106.7226 step 189,81� 609.77 7,919.12 Step 1 191,769 g8.9889 102.9558 7 i 173,726 7,300.46 224,637 92 165,6g3 g,991.12 g5.1221 8 964.69 6,681.77 91.2558 216,192 - g 639.88 Annual g7,3889 207,747 8315.08 112.0587 341 BlWk1y 6,37242 53.5221 199,302 107.9986 .� 79.6553 190,857 7,99027 103.9385 Hourly 182,412 7,665.46 g9.8794 173,968 7,340 65 95.81g3 �— Annual 7,015.85 g17582 Step 6,691.08 OFFICIAL (DE i 342 g;-Wkty 87.6981 TO ELECTED Step? NourlY 83.6395 DEPUTY Step 5 Step 6 $165,g81) $170,914 NIEiz RANGES FOR Step 4 161,932 $19 ; ,854 RECOM 1 Step 3 n,�a $157,992 t,u7,455 $192,141 $Z07 �n — Create New Classification Classification Title Salary Grade Plan FLSA Status Airport Station Operator 201 HRL Non -Exempt Architectural Engineer 123 UNI Exempt Assistant Corporation Counsel 127 UNI Exempt Assistant Prosecutor 122 UNI Exempt Benefits & Retirement Specialist 115 UNI Non -Exempt Benefits & Retirement Specialist - Senior 117 UNI Non -Exempt Buyer 120 UNI Non -Exempt Chief Parks & Recreation 124 UNI Exempt Chief Prosecuting Attorney 133 UNI Exempt Children's Village Administrative Services Supervisor 122 UNI Exempt Court Recorder 118 UNI Non -Exempt Court Service Officer 112 UNI Non -Exempt Custodial Work Supervisor 115 UNI Non -Exempt Data Processing Equipment Operator 115 UNI Non -Exempt District Court Clerk 109 UNI Non -Exempt Employee & Labor Relations Specialist 120 UNI Non -Exempt Environmental Planner 121 UNI Non -Exempt Facilities Engineer 121 UNI Non -Exempt Financial Services Technician 1 109 UNI Non -Exempt Financial Services Technician II 112 UNI Non -Exempt Financial Services Technician III 115 UNI Non -Exempt Fiscal Services Supervisor 123 UNI Exempt GIS Enterprise Data Technician 119 UNI Non -Exempt Human Resources Analyst 118 UNI Non -Exempt IT Digital Communications Coordinator 124 UNI Exempt IT Supervisor 1 130 UNI Exempt Library Technician 109 UNI Non -Exempt Mail & Distribution Leader 109 UNI Non -Exempt Maintenance Planner 119 UNI Non -Exempt Office Support Clerk 107 UNI Non -Exempt Office Support Clerk - Senior 109 UNI Non -Exempt Probation Officer 117 UNI Non -Exempt Project Manager Engineer 125 UNI Exempt Project Support Specialist 112 UNI Non -Exempt Secretary 112 UNI Non -Exempt Technical Office Specialist 112 UNI Non -Exempt Workforce Development Specialist 117 UNI Non -Exempt create classifications Delete Classification Classification Title Job Code Account Clerk 1 000001 Account Clerk II 000002 Alarm Installer 000035 Architectural Engineer III 000043 Assistant Corporation Counsel 1 000050 Assistant Corporation Counsel II 000051 Assistant Corporation Counsel III 000052 Assistant Prosecutor 000537 Assistant Prosecutor 11 000538 Budget Systems Coordinator 001008 Buyerl 000075 Buyerll 000076 Caseflow Coordinator 000536 Caseflow/ADR Coordinator 000931 Casework Supervisor 000078 Cashier 000079 Certified Electronic Operator 000541 Chief Appeals 000950 Chief Automation Alley 001145 Chief Circuit Court 000546 Chief Database Administrator 000989 Chief District Court 000547 Chief Equalization Field Services 000914 Chief Family Support 000548 Chief Forensic Toxicologist 000109 Chief Internal Services 001126 Chief International Business Development 001383 Chief Juvenile Justice 000549 Chief Park Facilities, Maintenance & Development 001233 Chief Parks & Recreation Business Operations 001425 Chief Parks Operations & Maintenance 001234 Chief Recreation Programs & Services 000126 Chief Warrants 000566 Children's Village Support Specialist 001182 Circuit Court Administrative Projects Coordinator 001195 Circuit Court Records Clerk 000139 Clerk 000146 Clerk II/Deliveryperson 000147 Clinical Psychologist 1 000150 Clinical Psychologist II 000151 Delete Classifications Clinical Psychologist Intern 001158 Collection Clerk 1 000152 Collection Clerk II 000153 Collection Specialist 000154 Community & Home Improvement Planner 001020 Community & Minority Affairs Coordinator 000567 Contingent LPN 000822 Corporation Counsel Trainee 000953 County Clerk Communications & External Affairs Coordinator 001216 Court Operations Analyst 001143 Court Reporter 1 000647 Court Reporter II 000648 Court Service Officer 1 000641 Court Service Officer II 000176 Cross Connect & Pre -Treatment Supervisor 001146 Custodial Work Supervisor 1 000179 Custodial Work Supervisor II 000180 Customer Services Trainee 000185 Data Processing Equipment Operator 1 000190 Data Processing Equipment Operator II 000191 Data Processing Equipment Operator Trainee 000825 Deputy Director Information Technology 001062 District Court Clerk 1 000579 District Court Clerk II 000580 District Court Recorder 1 000583 District Court Recorder II 000915 Drainage District Insurance Administrator 001064 Emergency Management Supervisor 001204 Employee & Labor Relations Specialist 1 001490 Employee & Labor Relations Specialist II 001467 Employee Benefits Specialist 1 001076 Employee Benefits Specialist 11 001449 Environmental Planner 1 001036 Environmental Planner It 001038 Equal Employment Opportunity Officer 000228 Equalization Technology Support Supervisor 000975 Facilities Contract Specialist 001222 Facilities Engineer I OOD236 Facilities Engineer II 000829 Facilities Management Specialist 001155 Financial Reports Coordinator 001007 FM&O Purchasing Clerk 001095 Delete [lassifieotions Friend of the Court Systems Support Specialist 001454 Garage Account Clerk 000261 Garage Supervisor - Nights 000264 GIS Enterprise Data Technician 1 000921 GIS Enterprise Data Technician II 001139 Grants Writer 001250 Health Laboratory Clerk 000973 Health Support Specialist 000974 Homeland Security UASI Regional SAP 001184 Human Resources Analyst 1 000357 Human Resources Analyst II 000358 Insurance & Safety Coordinator 000279 Laboratory Helper 000287 Laboratory Technician 1 000289 Laboratory Technician 11 000290 Law Library Supervisor 001100 Law Library Technical Support Specialist 001102 Law Library Technician 001101 Library Supervisor 000295 Library Technical Support Specialist 000951 Library Technician 11 000297 Mail Services Coordinator 001114 Maintenance Planner 1 000301 Maintenance Planner 11 000302 Manager Planning & Economic Development Services 000885 Materials Management Clerk 000333 Micrographics Equipment Operator III 000363 Office Assistant 1 000514 Office Assistant 11 000148 Parks & Recreation Business Development Representative 001239 Parks & Recreation Marketing Supervisor 001241 Parks Maintenance Supervisor 000353 Parks Project Supervisor 001238 Planning Technician 000367 Portfolio Coordinator 001024 Probate Court Reporter 1 001124 Probate Court Reporter 11 001125 Probation Officer 1 000591 Probation Officer 11 000592 Production Control Analyst 001408 Program Manager 001068 Public Health Clinical Dentist 000849 Delete Classifications Receptionist Clerk 000419 Recreation & Trails Planner 001120 Recruitment Testing & Systems Specialist 001406 Retirement Specialist 1 001059 Retirement Specialist II 001450 Secretary Board of Commissioners 1 000687 Secretary 000430 Secretary II 000431 Senior Court Reporter 000804 Social Worker 1 000446 Staff Attorney 000954 Substance Abuse Prevention Coordinator 001034 Substance Abuse Program Analyst 000469 Substitute District Court Recorder 001165 Supervisor- Radio Communications 001022 Supervisor Business Development 000476 Supervisor County Clerk Legal Records 000477 Supervisor Criminal Case Support 001193 Supervisor I - Information Technology 000503 Supervisor I Fiscal Services 001009 Supervisor II Fiscal Services 001006 Supervisor Financial Services 000486 Supervisor Planning 000497 Supervisor Production Services 000499 Supervisor Prosecuting Attorney Administrative Services 001353 Supervisor Retirement 001032 Supervisor WRC Electrical Systems 000216 Technical Assistant 000508 Vaccine Supply Clerk 001455 Victims Rights Supervisor 001356 Workers Compensation Specialist 000531 Workforce Development Technician 1 000219 Workforce Development Technician II 000220 WRC Billing Assistant 1 001167 WRC Billing Assistant II 001168 Delete Classifications From Current Title Airport Maintenance Mechanic I Airport Maintenance Mechanic II Airport Maintenance Mechanic III Airport Rental Agent Application Architect Assistant Prosecutor III Assistant Prosecutor IV Associate Planner Auxiliary Health Worker Board of Commissioners Analyst Board of Commissioners Budget Analyst Board of Commissioners Community Liaison Chief Assistant FOC Financial Operations Chief Assistant Prosecutor Chief Community Corrections Field Operations Custodial Work Supervisor III Customer Services Technician I Customer Services Technician II Customer Services Technician III Deployment Services Technical District Court Clerk III Employee & Labor Relations III Environmental Planner III Financial Attorney Corporation Counsel Friend of the Court Family Counselor Friend of the Court Family Counselor Supervisor Friend of the Court Systems Clerk Friend of the Court Systems Supervisor GIS CAD Technician I GIS CAD Technician II Health & Human Services Contract Compliance Analyst Housing Counseling & Homeless Supervisor Human Resources Analyst III ISO & Safety Systems Coordinator Jail Library Technician Junior Accountant Library Acquisitions Specialist Library Technician I MEO Assistant VIED Supervisor Paralegal Criminal Prosecution Paralegal WRC Parks & Recreation Fiscal Coordinator CLASSIFICATION RETITLES To New Title Job Code Airport Maintenance & Rescue Specialist 1 000032 Airport Maintenance & Rescue Specialist 11 000033 Airport Maintenance & Rescue Specialist 111 001486 Airport Operations Specialist 000030 IT Application Architect 001388 Assistant Prosecutor - Senior 000539 Principal Attorney 000590 Planner - Associate 000045 Auxiliary Health Clerk 000067 BOC Analyst 001433 BOC Budget Analyst 001505 BOC Community Liaison 001041 Chief Assistant FOC Operations 000087 Chief Deputy Prosecutor 000544 Chief Community Corrections 000371 Custodial Work Supervisor 000181 IT Services Technician 1 000182 IT Services Technician It 000183 IT Services Technician 111 000184 IT Deployment Services Technician 001396 District Court Clerk - Senior 000581 Employee & Labor Relations Specialist - Senior 001470 Environmental Planner -Senior 001422 Transactional Attorney Corporation Counsel 000998 FOC Custody & Parenting Specialist 000256 FOC Custody & Parenting Supervisor 000487 FOC Systems Clerk 000958 FOC Systems Supervisor 000936 CIS CAD Technician 001053 GIS CAD Technician - Senior 001054 Human Services Contract Compliance Analyst 001368 Housing Counseling Supervisor 000164 Human Resources Analyst - Senior 000359 WRC Quality & Safety Coordinator 001203 Library Technician 001132 Accounting Specialist 000281 Library Specialist 001439 Library Assistant 000296 Medical Examiner Assistant 001209 Medical Examiner Supervisor 001210 Paralegal 000350 Paralegal 000350 Financial Analyst Coordinator 001469 Retitle Closslfimtlons Payroll Specialist I Payroll Specialist 11 Principal Planner Probation Officer III Program Evaluation Analyst Program Nursing Supervisor Children's Village Project Manager Property Room Technician Recreation Specialist Retirement Administrator Seasonal Horticultural Advisor Seasonal Program Leader Seasonal Program Specialist Secretary Board of Commissioners II Senior Assistant Corporation Counsel Senior Automobile Mechanic Senior Billing Coordinator Senior Board of Commissioners Analyst Senior Board of Commissioners Community Liaison Senior Business Development Representative Senior Neighborhood & Housing Development Field Technician Senior Neighborhood & Housing Development Specialist Senior Engineering Systems Coordinator Senior Equalization Clerk Senior Facilities Project Manager Senior Financial Analyst Senior Personal Property Tax Collector Senior Planner Senior Probation Officer Senior Property Room Technician Senior Psychologist Senior Public Health Sanitarian Senior Systems Analyst Shift Supervisor - Building Safety Social Worker II Storekeeper III Student Engineer Student Epidemiologist Student Sanitarian Summer Animal Census Worker Summer Criminal Justice/Casework Assistant Summer Health Education Assistant Supervisor Clerk Support Supervisor Employee Benefits Supervisor II Information Technology Payroll Specialist Payroll Specialist - Senior Planner- Principal Probation Officer -Senior Court Program Evaluation Analyst Children's Village Nursing Supervisor IT Project Manager Property & Evidence Technician Recreation Program Coordinator Administrator Human Resources Horticultural Advisor Children's Village Program Leader Recreation Program Specialist BOC Secretary Assistant Corporation Counsel - Senior Automobile Mechanic - Senior WRC Billing Coordinator BOC Analyst - Senior BOC Community Liaison - Senior Business Development Representative - Senior Neighborhood & Housing Development Field Technician - Senior Neighborhood & Housing Development Specialist - Senior Engineer Systems Coordinator- Senior Equalization Clerk - Senior Facilities Project Manager - Senior Financial Analyst - Senior Personal Property Tax Collector- Senior Planner - Senior Probation Officer -Senior Property & Evidence Technician -Senior Psychologist - Senior Public Health Sanitarian - Senior Systems Analyst - Senior Building Safety Shift Leader Social Worker Health Inventory Specialist Engineering Intern Epidemiologist Intern Sanitarian Intern Animal Census Worker Criminal Justice/Casework Assistant Health Education Assistant Supervisor Court Clerk Support Supervisor Human Resources IT Supervisor II 001220 001221 000372 000604 000390 001369 001073 000397 000423 001148 000853 000855 000856 000688 000449 001150 001440 001039 001437 000451 001081 001347 001434 000453 001471 001363 001017 000457 000604 001109 000862 000765 000988 000442 000447 000467 000867 001042 000869 000870 000873 000874 000095 000488 000504 Retitle Classifications Supervisor III Fiscal Services Supervisor P&R Marking & Communications Support Services Equipment Operator Support Specialist Veterans Benefits Counselor III W RC Senior Attorney Fiscal Services Supervisor - Senior 001005 Supervisor Marketing & Communications 001421 Mail & Distribution Clerk 001358 Paralegal 000350 Veterans Benefits Coordinator 000520 W RC Attorney 001409 Retitle OnWftatl.m FACTOR 1 DATA RESPONSIBILITY© Data are information, knowledge, and conceptions obtained by observation, investigation, interpretation, visualization, and mental creation. Data are intangible and include numbers, words, symbols, ideas, concepts, and oral verbalizations. 1. Compares or inspects data, people, or things against a standard. 2. Copies, transcribes, enters or posts data or information. 3. Computes or performs arithmetic operations using data or information. 4. Collects, classifies or formats data or information in accordance with a prescribed schema or plan to facilitate the identification and extraction of useful information. 5. Gathers, organizes, analyzes, examines or evaluates data or information and may prescribe action based on these data or information. 6. Coordinates or determines time, place or sequence of operations or activities based on analysis of data or information and may implement and report on operations and activities. 7. Plans and directs others in the sequence of major activities and report on operations and activities which are very broad in scope. 8. Synthesizes or integrates analysis of data or information to discover facts or develop knowledge or interpretations; changes policies, procedures or methodologies based on new facts, knowledge, or interpretations. 9. Conducts research to discover new methodologies or to find solutions for unresolved problems. 10. Formulates hypotheses, experimental designs or concepts based on original research. FACTOR 2 PEOPLE RESPONSIBILITY° People include co-workers, workers in other areas or agencies and the general public. Follows instructions and orders of supervisor. 2. Serves others such as customers, attends to their requests and exchanges information with them. 3. Speaks with or signals to people to convey or exchange information of a general nature. 4. Provides information, guidance or assistance to people that directly facilitates task accomplishment; may give instructions or assignments to helpers or assistants. 5. Persuades or influences others in favor of a service, point of view, or course of action; may enforce laws, rules, regulations, or ordinances. 6. Supervises or leads others by determining work procedures, assigning duties, maintaining harmonious relations, and promoting efficiency. 7. Counsels or instructs/trains others through explanation, demonstration and supervised practice or make recommendations based on technical expertise. Negotiates, exchanges ideas, information and opinions with others to formulate policy and programs or arrive jointly at decisions, conclusions or solutions. 9. Directs or commands others by issuing orders and instructions. 10. Mentors others by advising, counseling or guiding them regarding problems that may be resolved by legal, scientific, clinical, spiritual or professional principles. FACTOR 3 ASSETS RESPONSIBILITY0 Assets responsibility refers to the responsibility for achieving economies or preventing loss within the organization. Requires minimum responsibility for only small quantities of low-cost items or supplies where opportunities for achieving economies or preventing loss are negligible. 2. Requires some responsibility for achieving minor economies and/or preventing minor losses through the handling of or accounting for materials, supplies or small amounts of money. 3. Requires responsibility and opportunity for achieving moderate economies and/or preventing moderate losses through the management of a small division; handles supplies of high value or moderate amounts of money consistent with the operation of a small division. 4. Requires responsibility and opportunity for achieving considerable economies and/or preventing considerable losses through the management of a large division or minor department and/or handling of very large amounts of money. 5. Requires responsibility and opportunity for achieving major economies and/or preventing major losses through the management of a moderate sized department, authorizing expenditures of large amounts of money or supervising the purchasing of high value materials, supplies and equipment, or for providing routine legal counsel. 6. Requires responsibility for achieving major economies or preventing major losses through the management of a large department or through interpreting policy as legal counsel. Requires responsibility for achieving major economies or preventing major losses through the management of a highly complex and/or technical department or through developing and recommending policy as legal counsel. 8. Requires responsibility and opportunity for achieving wide -spread economies and/or prevent losses through the management of a department that has an organization -wide impact or significant impact on the general population or the supervision of a staff of attorneys. 9. Requires responsibility and opportunity for achieving widespread economies and/or preventing losses through the development and administration of organization -wide programs and policies that impact the operations of two or more major departments or three or more minor department or for providing legal counsel to the elected officials. 10. Requires responsibility for the overall administration of fiscal and administrative policy with authority and responsibility over all departments or the direction of the organization's legal department. Reports directly to the Board of Directors or other top elected/appointed body. FACTOR 4 EXPERIENCE— RELATED VOCATIONAL REQUIREMENTS° Experience refers to the minimum amount of work experience that is required for entry into the position that would result in a reasonable expectation that the employee can perform the job. It may be experience that can be gained on the job or experience in a previous job. 1. No prior experience is required. 2. Requires some experience. 3. Requires three months. 4. Requires six months. 5. Requires one year. 6. Requires two years. 7. Requires four years. 8. Requires six years. 9. Requires ten years. FACTOR 5 EDUCATIONAL REQUIREMENTS° Vocational/Educational preparation includes job specific training and education that may be acquired in a school, work, military, institutional or vocational environment. It does not include the orientation time required of a fully qualified worker to become accustomed to the special conditions of any new job, nor does it include the amount of time that a worker spends to learn reasoning, language, and mathematical skills, which are often learned in school. Entry level education for this position does not require completion of high school. 2. Requires High School graduation or GED equivalent. 3. Requires High School graduation or GED equivalent supplemented by specialized courses/training equivalent to completion of one year of college in 4. Requires an Associate's Degree or specialized courses/training equivalent to satisfactory completion of two years of college. Requires a Bachelor's Degree in business, liberal arts, or any field other than engineering or the hard sciences. 6. Requires a Bachelor's Degree in engineering or the hard sciences such as engineering, chemistry, geology, biology, mathematics, or physics; OR a Master's Degree in Liberal Arts or Business. 7. Requires a Master's Degree in a professional or scientific field such as physics, engineering, geology or similar field. 8. Requires a Master's Degree in a professional or scientific field such as physics, engineering, geology, or similar field supplemented by one year post -Master's Degree education or a Law Degree. 9. Requires a Medical Doctor, or Doctorate degree. FACTOR 6 MATHEMATICAL REQUIREMENTS° Mathematics requires the use of symbols, numbers and formulas to solve mathematical problems. Uses basic addition and subtraction, such as making change or measuring. 2. Uses addition and subtraction, multiplication and division and/or calculates ratios, rates and percentages. 3. Uses basic algebra involving variables and formulas and/or basic geometry involving plane and solid figures, circumferences, areas and volumes and/or compute discounts and interest rates. 4. Uses mathematics involving the practical application of fractions, percentages, ratios and proportions; or measurements, logarithmic, or geometric construction; may use algebraic solutions of equations and inequalities, descriptive statistics, deductive geometry, plane and solid and rectangular coordinates; mathematical and classifications or schemes. 5. Uses algebra working with such factors as exponents, logarithms, linear and quadratic equations; concepts of analytic geometry, differentiation and integration of algebraic functions; statistics applying such functions as frequency, distribution, reliability, validity and correlation techniques; finance and economics using financial and econometric models. 6. Uses advanced calculus using such factors as limits, real number systems, mean values; algebraic functions including very complex functions; inferential statistics and econometrics. 7. Uses advanced mathematical concepts and models in experimental design. B. Uses theoretical mathematical theorems and concepts to solve theoretical and practical problems and in original research to advance the mathematical body of knowledge. 9. Develops advanced mathematical theories and concepts with application in such areas as nuclear science, chemistry, economics and physics. FACTOR 7 COMMUNICATIONS REQUIREMENTS° Communications involves the ability to read, write, and speak. Comprehends simple signs, labels, symbols; understands routine lists of instructions when explained; little or no reading or writing required by the job; basic speaking skills do not necessarily include complete sentences. Reads simple sentences, instructions or work orders; writes simple sentences and completes simple job forms; speaks simple sentences using basic grammar. 3. Reads routine sentences, instructions, regulations, procedures or work orders; writes routine sentences and completes routine job forms and incident reports; speaks routine sentences using proper grammar. 4. Reads technical instructions, procedures manuals and charts to solve practical problems, such as assembly instruction for tools, routine office equipment operating instructions, and methods and procedures for investigations and in drawing and layout work; composes routine reports and specialized reports, forms, and business letters, with proper format; speaks compound sentences using normal grammar and word form. 5. Reads journals, manuals and professional publications; speaks informally to groups of co- workers, staff in other organizational agencies, general public, people in other organizations and presents training; composes original reports, training and other written materials, using proper language, punctuation, grammar and style. 6. Reads professional literature and technical manuals; speaks to groups of employees, other public and private groups; writes manuals and complex reports. 7. Reads scientific and technical journals, abstracts, financial reports and legal documents; speaks before professional and civic groups; participates in panel discussions and speaks extemporaneously on a variety of subjects; writes complex articles, reports and develops presentations for sophisticated audiences. 8. Reads and interprets professional materials, involving advanced bodies of knowledge related to politics, economics, technology, law, medicine and other complex disciplines; writes extremely complex papers and reports; speaks to high level scientific, political, economic, legal, medical or other such groups. 9. Reads and interprets highly complex scientific, medical or professional materials, involving abstract theories and concepts; speaks before scientific, professional, and civic groups; writes articles for scientific and technical journals and develops papers and presentations for professional symposiums and conferences. FACTOR 8 JUDGMENT REQUIREMENTS* Judgment requirements refer to the frequency and complexity of judgments and decisions given the stability of the work environments, the nature and type of guidance, and the breadth of impact of the judgments and decisions. 1. Responsible for very few decisions, affecting only the individual; works in a very stable environment with clear and uncomplicated written/oral instructions. 2. Responsible for guiding others, requiring a few decisions, affecting the individual and a few co-workers; works in a stable environment with clear and uncomplicated written/oral instructions, but with some variations from the routine. 3. Responsible for guiding others, requiring frequent decisions, affecting the individual, co- workers and others who depend on the service or product; works in a somewhat fluid environment with rules and procedures, but many variations from the routine. 4. Responsible for the actions of others, requiring almost constant decisions affecting co- workers, crime victims, patients, customers, clients or others in the general public; works in a moderately fluid environment with guidelines and rules, but frequent variations from the routine. 5. Responsible for the actions of others, requiring development of procedures and constant decisions affecting subordinate workers, crime victims, patients, customers, clients or others in the general public; works in a very fluid environment with guidelines, but significant variation. Decision -making is a significant part of the job, affecting a large segment of the organization and the general public; works in a dynamic environment, responsible to assist in developing policies and practices. 7. Decision -making is a major part of the job, affecting a major segment of the organization and the general public; works in a dynamic environment; Responsible for developing policies and practices. 8. Decision -making is almost entire focus of the job, affecting most segments of the organization and the general public; works in a highly dynamic environment, and is responsible for establishing goals, objectives and policies. 9. Responsible for long range goals, planning and methodologies. Decision -making is focus of the job, affecting entire organization and surrounding population; works in an unstable environment with frequent and significant changes in conditions. 10. Responsible for long range goals, planning, and methodologies. Decision -making is a primary focus of the job, affecting organization, related organizations and major segments of the general population; works in an evolving environment with emerging knowledge and technologies, competing priorities and changing politics. FACTOR 9 COMPLEXITY OF WORKO Complexity addresses the analysis, initiative, ingenuity, concentration and creativity, required by the job and the presence of any unusual pressures present in the job. 1. Performs routine work using common sense; requires little attention for accurate results. 2. Performs semi -routine work, following procedures, with occasional problems; requires normal attention for accurate results. 3. Performs semi -skilled work involving set procedures and rules, but with frequent problems; requires normal attention with short periods of concentration for accurate results or occasional exposure to unusual pressure. 4. Performs skilled work involving rules/systems with almost constant problem solving; requires normal attention with short periods of concentration for accurate results and occasional exposure to unusual pressure. 5. Performs coordinating work involving guidelines and rules, with constant problem solving; requires continuous, close attention for accurate results or frequent exposure to unusual pressures. 6. Performs supervisory work involving policy and guidelines, solving both people and work - related problems; requires continuous, close attention for accurate results and frequent exposure to unusual pressures. 7. Performs work involving the application of logical principles and thinking to solve practical problems within or applying to a unit or division of the organization; requires continuous, close attention for accurate results and frequent exposure to unusual pressures. S. Performs work involving the application of principles of logical thinking, scientific, medical, or legal practice to diagnose or define problems, collect data and solve abstract problems with widespread unit or organization impact; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressures. 9. Performs work involving the application of broad principles of professional management and leadership to solve new problems for which conventional solutions do not exist; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressure. FACTOR10 IMPACT OF ERRORSc Impact of errors refers to consequences such as damage to equipment and property, loss of data, exposure of the organization to legal liability, and injury or death for individuals. 1. The impact of errors is very minor — affects only the individual. 2. The impact of errors is minor — affects only those in immediate work area. 3. The impact of errors is moderate — affects those in work unit. 4. The impact of errors is moderately serious — affects work unit and may affect other units or citizens or loss of life could occur, but probability is low. 5. The impact of errors is serious — affects most units in organization and may affect citizens or loss of life and/or damage could occur and probability is likely. 6. The impact of errors is very serious - affects entire organization and the general public or loss of life and/or damage could occur and probability is very likely. 7. The impact of errors is extremely serious -- affects entire organization and impacts other activities/organizations and the general public or loss of life and/or damage could occur and is highly likely. 8. The impact of errors is severe - affects entire organization, other activities/organizations, the general public, and a wide geographic area or loss of life and/or damage could occur and is highly likely. 9. The impact of errors is catastrophic - has a widespread impact on both public and private organizations, the general public, an extensive geographic area and may impact private citizens, the community or a larger geographic area; survival of organization is threatened or widespread loss of life and severe damage is probable. FACTOR 11 PHYSICAL DEMANDS© Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. 1. Performs sedentary work that involves sitting most of the time but may involve walking or standing for brief periods of time; requires little or no dexterity. 2. Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. 3. Performs light work that involves walking or standing most of the time and involves exerting up to 20 pounds of force on a regular and recurring basis, or skill, adeptness and speed in the use of fingers, hands or limbs on repetitive operation of mechanical or electronic office or shop machines or tools within moderate tolerances or limits of accuracy. 4. Performs light to medium work that involves walking or standing virtually all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or considerable skill, adeptness and speed in the use of the fingers, hands or limbs in tasks involving close tolerances or limits of accuracy. 5. Performs medium work that involves walking, standing, stooping, jumping, dancing, stretching, or lifting all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or exceptional skill, adeptness, and speed in the use of fingers, hands, or limbs in tasks involving very close tolerances or limits of accuracy. 6. Performs medium to heavy work that involves walking, standing, stooping, lifting, digging, pushing and raising objects and also involves exerting between 20 to 50 pounds of force on a regular and recurring basis and 50 to 100 pounds of force on an occasional basis. 7. Performs heavy work that involves constantly lifting, shoveling, and carrying 35 to 50 pounds on a regular and recurring basis and exerting 100 pounds of force on a frequent basis. 8. Performs very heavy work that involves constantly lifting, shoveling, and carrying 50 to 75 pounds on a regular and recurring basis and exerting 100 pounds of force on a frequent basis. 9. Performs very heavy work that involves exerting more than 120 pounds of force on a regular and recurring basis, loading and unloading, moving, lifting, fabricating and installing very large or very heavy equipment. FACTOR12 EQUIPMENT USAGE° Equipment usage involves responsibility for materials, machines, tools, equipment, work aids, and products. Handles or uses machines, tools, equipment or work aids involving little or no latitude for judgment regarding attainment of a standard or in selecting appropriate items. Handles or uses machines, tools, equipment or work aids involving some latitude for judgment regarding attainment of a standard or in selecting appropriate items. Handles or uses machines, tools, equipment or work aids involving moderate latitude for judgment regarding attainment of a standard or in selecting appropriate items. 4. Leads or handles machines, tools, equipment or work aids involving moderate latitude for judgment regarding attainment of a standard or in selecting appropriate items. 5. Coordinates the handling/use of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. 6. Supervises the handling/use of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. 7. Establishes methods and procedures for acquiring and handling of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. 8. Establishes policies for acquiring and handling of machines, tools, equipment or work aids involving extensive latitude forjudgment regarding attainment of a standard or in selecting appropriate items. 9. Develops and implements long-range capital plans and programs to support the goals and objective of the organization. 10, Formulates new concepts or theories through original research to resolve unconventional problems. FACTOR 13 UNAVOIDABLE HAZARDS© Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. 1. None. 2. Involves routine and frequent exposure to bright/dim light; dusts and pollen. 3. Involves routine and frequent exposure to extreme heat and/or cold; wet or humid conditions. 4. Involves routine and frequent exposure to extreme noise levels; animals/wildlife. 5. Involves routine and frequent exposure to vibration; fumes and/or noxious odors. 6. Involves routine and frequent exposure to traffic; moving machinery. 7. Involves routine and frequent exposure to electrical shock; heights. 8. Involves routine and frequent exposure to radiation; disease/pathogens. 9. Involves routine and frequent exposure to toxic/caustic chemicals; explosives; violence. 10. Involves routine and frequent exposure to other extreme hazards not listed above. FACTOR 14 SAFETY OF OTHERS® Refers to the level of responsibility for the safety of others, either inherent in the job or to ensure the safety of the general public. (Does not include safety of subordinates). 1. Requires no responsibility for the safety and health of others. 2. Requires some responsibility for safety and health of others and/or for occasional enforcement of the standards of public safety or health. 3. Requires responsibility for the safety and health of others and for occasional enforcement of the laws and standards of public health and safety. 4. Requires considerable responsibility for the safety and health of others and/or continuous enforcement of the laws and standards of public health and safety. 5. Requires considerable responsibility for the first -line supervision of the provision of continuous enforcement of the laws and standards of public health and safety. 6. Requires considerable responsibility for the mid -level management of the provision of continuous enforcement of the laws and standards of public health and safety. 7. Requires management level responsibility for application and interpretation of the policies regarding the provision of continuous enforcement of the laws and standards of public health and safety. 8. Requires responsibility and authority for the development of policies regarding the provision of continuous enforcement of the laws and standards of public health and safety. 9. Serves as the head of an agency or department that has primary responsibility for the enforcement of public safety laws. Management Advisory Group International, Inc. JOB ANALYSIS QUESTIONNAIRE'' Name: Official Job Title: Working Job Title: Department: Date Hired: Phone ( ) - Employee's Signature: Name: Official Job Title: Phone ( ) Supervisor's Signature YOUR INFORMATION Date Promoted to Current Title Extension# YOUR IMMEDIATE SUPERVISOR Extension# 1. INSTRUCTIONS© Management Advisory Group International, Inc. is gathering information to classify your job. Part of the information comes from this questionnaire. We appreciate your cooperation. For best results, please look through the entire questionnaire before you begin answering questions to get a "feel" for the information we need. Then start at the beginning and answer each question as carefully, accurately and thoughtfully as possible, to help us understand the work that you perform. Please write legibly in ink; it is not necessary to type your responses. You may add additional comments in space provided at the end of the questionnaire. 2. GENERAL INFORMATION ABOUT YOUR JOB© PURPOSE: Please complete the following statement: The PURPOSE of my iob is to Please circle the number of the item below that comes closest to describing your Job: 1. I work under direct supervision according to set procedures. 2. 1 work under general supervision according to some procedures but I decide how or when to complete tasks. 3. 1 am given a general supervision, independently developing work methods and sequences. 4. 1 work independently, reporting major activities through periodic meetings. 5. 1 develop and implement programs within organizational policies, and report major activities to executive level administrators through conferences and reports. 6. 1 formulate long-range goals for the organization, develop policy and position papers and negotiate with the chief administrative officer and/or elected officials. Supervisor Comments: 1— 1 Agree I. I Disagree 3.ORGANIZATION CHART@ Please circle the number of the ONE statement below that is closest to where your job fits in the organizational chart. L Trainee/Apprentice 2. Employee 3. Lead Worker 4. Supervisor/Coordinator 5. Department Manager/Administrator 6. Second level Director 7. Director reporting to City Manager 8. Other (describe) Please complete the organizational chart below by entering your title in the "Your Position" box. Then indicate your immediate supervisor's name and title in the box above yours. If applicable, enter any peers and/or subordinates over whom you have direct supervisory authority. Your Supervisor Peer I I Your Position I I Peer Subordinate I I Subordinate I I Subordinate Supervisor Comments: F I Agree F I Disagree 4. ESSENTIAL TASKS© In the space below list the essential tasks that you perform. Please list only significant tasks that take up at least five percent (5%) of your time. Most jobs will have 10 to 15 significant tasks. BEGIN EACH TASK WITH AN ACTION VERB. Examples include "Type"; "Enter", for each task state why you do it. Rank: In the "Rank" column, indicate the 5 most important tasks you perform in your work. Use"1" for the most Important, "2" for next most important, etc. Ranking does not have to match the % of time spent on a task. Percent of your time: In the "%" column, enter the percent of time you spend on that task in the column labeled "%". Note that the total of percentages should equal 100%. Frequency: In the "Frequency" column, enter how often you perform the task using the following symbols: D=Daily W=Weekly M=Monthly Q=Quarterly S=Semiannually A=Annually c D1 ESSENTIAL TASKS© Enters data into the computer system to produce accurate reports for submission to the state. Prepares performance evaluations for subordinates. Assist in preparation of the Departmental budget using Excel and MSWord. Performs on -site visits and in -home patient assessments. Balance cash receipts and reconcile deposit slips to assure accurate transactions. Provides oversight and control of special contracts and projects. Operates heavy and medium equipment (backhoe, forklift, dump trucks, and tractor mowers). kl1611fAM ESSENTIAL TASKS© Supervisor Comments: IJ I Agree F I Disagree Y cco Q: 2 25% 1 5% A 6 5% A 5 20% D 4 10% W 1 7 10% M 1 3 25% D 1 100% 1 ESSENTIAL TASKS© r I Agree F I Disagree Supervisor Comments: 5. DATA RESPONSIBILITY° Data are information, knowledge, and conceptions obtained by observation, investigation, interpretation, visualization, and mental creation. Data are intangible and include numbers, words, symbols, ideas, concepts, and oral verbalizations. Please circle the ONE number below that is closest vour responsibility for data or information. At the end of this section you will be asked to provide specific examples of how you do this. 1. I compare or inspect items against a standard. z. 1 copy, transcribe, enter, or post data or information. 3. 1 compute or perform arithmetic operations using data or information. a. 1 collect, classify or format data or information in accordance with a prescribed schema or plan to facilitate the identification and extraction of useful information. 5. 1 gather, organize, analyze, examine, or evaluate data or information and may prescribe action based on these data or information. 6. 1 coordinate or determine time; place or sequence of operations or activities based on analysis of data or information and may implement and report on operations and activities. 7. 1 plan and direct others in the sequence of major activities and report on operations and activities which are very broad in scope. s. 1 synthesize or integrate analysis of data or information to discover facts or develop knowledge or interpretations; change policies, procedures, or methodologies based on new facts, knowledge, or interpretations. s. 1 conduct research to discover new methodologies or to find solutions for unresolved problems. in. I formulate hypotheses, experimental designs or concepts based on original research Provide specific examples of how the statement you checked applies to your job. 6. PEOPLE RESPONSIBILITY© Supervisor Comments: r I Agree F- I Disagree People include co-workers, workers in other areas or agencies and the general public. Please circle the ONE number below that is closest to how you are involved with people. At the end of this section you will be asked to provide specific examples of how you do this. t. I follow instructions and orders of my supervisor. 2. 1 serve others such as customers, attend to their requests and exchange information with them. 3. 1 speak or signal to people to convey or exchange information of a general nature. a. 1 give information, guidance, or assistance to people which directly facilitates task accomplishment; may give instructions or assignments to helpers or assistants. 5. 1 persuade or influence others in favor of a service, point of view, or course of action; may enforce laws, rules, regulations, or ordinances. 6. 1 supervise or lead others by determining work procedures, assigning duties, maintaining harmonious relations, and promoting efficiency. 7. 1 counsel or instruct/train others through explanation, demonstration and supervised practice or make recommendations based on technical expertise. 8. 1 negotiate, exchange ideas, information, and opinions with others to formulate policy and programs or arrive jointly at decisions, conclusions, or solutions. s. 1 direct or command others by issuing orders and instructions. to. I mentor others by advising, counseling, or guiding them regarding problems that may be resolved by legal, scientific, clinical, spiritual, or professional principles. Provide specific examples of how the statement you checked applies to your job. Indicate the number of employees you INDIRECTLY supervise. # Supervisor Comments: Il I Agree F I Disagree Please list the names and titles of employees you DIRECTLY supervise. Employee Title Supervisor Comments: r I Agree r I Disagree 7. ASSETS RESPONSIBILITY° Assets responsibility refers to the responsibility for achieving economies or preventing loss within the organization. Please circle the ONE number below that is closest to how you are involved with assets. At the end of this section you be asked to provide specific examples of how you do this. 1. 1 have minimum responsibility for only small quantities of low cost items or supplies where opportunities for achieving economies or preventing loss are negligible. 2. 1 have some responsibility for achieving minor economies and/or preventing minor losses through the handling of or accounting for materials, supplies or small amounts of money. 3. 1 have responsibility and opportunity for achieving moderate economies and/or preventing moderate losses through the management of a small division; handling supplies of high value or moderate amounts of money consistent with the operation of a small division. 4. 1 have responsibility and opportunity for achieving considerable economies and/or preventing considerable losses through the management of a large division or minor department; and/or handling of very large amounts of money. 5. 1 have responsibility and opportunity for achieving major economies and/or preventing major losses through the management of a moderate sized department, authorizing expenditures of large amounts of money or supervising the purchasing of high value materials, supplies and equipment, or for providing routine legal counsel. 6. I have responsibility for achieving major economies or preventing major losses through the management of a large department, or through interpreting policy as legal counsel. 7. 1 have responsibility for achieving major economies or preventing major losses through the management of a highly complex and/or technical department, or through developing and recommending policy as legal counsel. 8. 1 have responsibility and opportunity for achieving wide -spread economies and/or prevent losses through the management of a department that has an organization -wide impact or significant impact on the general population, or the supervision of a staff of attorneys. 9. I have responsibility and opportunity for achieving widespread economies and/or preventing losses through the development and administration of organization -wide programs and policies that Impact the operations of two or more major departments or three or more minor department, or for providing legal counsel to the elected officials. 10. 1 have responsibility for the overall administration of fiscal and administrative policy with authority and responsibility over all departments or the direction of the organization's legal department. Reports directly to the Board of Directors or other top elected/appointed body. Provide specific examples of how the statement you checked applies to your job. Include the sire of the budget you control or oversee: Supervisor Comments: ­" I Agree r I Disagree 8. EXPERIENCE- RELATED VOCATIONAL REQUIREMENTS° Experience refers to the min/mum amount of work experience that is required for entry into the position that would result in a reasonable expectation that the employee can perform the job. It may be experience that can be gained on the job or experience in a previous job. Please circle the ONE number below that is closest to the experience required for entry into your job. 1. No prior experience or a short demonstration of one month or less. 2. Over one month and up to and including three months. 3. Over three months and up to and including six months. a. Over six months and up to and including one year. 5. Over one year and up to and including two years. 6. Over two years and up to and including four years. 7. Over four years and up to and including eight years. a. Over six years and up to and including ten years. s. Over ten years. Provide specific examples of how the statement you checked applies to your job. Supervisor Comments: f- I Agree F I Disagree 9. EDUCATIONAL REQUIREMENTS© vocationajEducational preparation includes job specific training and education that may be acquired in a school, work, military, institutional or vocational environment it does not include the orientation time required of a fully qualified worker to become accustomed to the special conditions of any new job, nor does it include the amount of time that a worker spends to learn reasoning, language, and mathematical skills, which are often learned in school. Please circle the ONE number below that is closest to the educational preparation reauired for an entry-level position in vour lob. i. Entry level education for this position does not require completion of high school. 2. Requires High school, GED or specialized vocational training. 3. Requires High school diploma, GED and formal training, special courses or self -education that is equivalent to satisfactory completion of one year of college education or specialized advanced training. 4. Requires Associate's degree, vocational technical degree or specialized training that is equivalent to satisfactory completion of two years of college education. 5. Requires Bachelor's degree or education and training equivalent to four years of college education in business, liberal arts, or any field other than engineering or the hard sciences. s. Requires Bachelor's degree in engineering or the hard sciences such as engineering, chemistry, geology, biology, mathematics, or physics; or a Master's degree in Liberal Arts or Business. 7. Requires Master of Science degree in a professional or scientific field such as physics, engineering, geology or similar field. s. Requires Master of Science degree in a professional or scientific field such as physics, engineering, geology, or similar field with one year Doctoral work. 9. Requires Medical Doctor, or Doctorate level degree. Provide specific information to demonstrate why the level you selected is related to your job. SPECIAL CERTIFICATIONS AND LICENSES: Special Certifications and Licenses refer to state, federal, or professional certifications or licenses reauired to enter or maintain yourjob. List each certificate or license reauired and state why it is reauired by vour iob, � ' I Agree I I Disagree Supervisor Comments: 10. MATHEMATICAL REQUIREMENTS© Mathematics requires the use of symbols, numbers and formulas to solve mathematical problems. Please circle the ONE number below that is closest to the level of mathematics you use. At the end of this section you will be asked to provide specific examples. 1. 1 use basic addition and subtraction, such as making change or measuring. 2. 1 use addition and subtraction, multiplication and division, and/or and calculate ratios, rates and percents. 3. 1 use basic algebra involving variables and formulas and/or basic geometry involving plane and solid figures, circumferences, areas, and volumes and/or compute discounts and interest rates. a. 1 use mathematics involving the practical application of fractions, percentages, ratios and proportions; or measurements, logarithmic, or geometric construction; may use algebraic solutions of equations and inequalities; descriptive statistics; deductive geometry, plane and solid, and rectangular coordinates; mathematical and classifications or schemes. 5. 1 use algebra working with such factors as exponents, logarithms, linear and quadratic equations; concepts of analytic geometry, differentiation and integration of algebraic functions; statistics applying such functions as frequency, distribution, reliability, validity and correlation techniques; finance and economics using financial and econometric models. s. 1 use advanced calculus using such factors as limits, real number systems, mean values; algebraic functions including very complex functions; inferential statistics and econometrics. 7. 1 use advanced mathematical concepts and models in experimental design. s. 1 use theoretical mathematical theorems and concepts to solve theoretical and practical problems and in original research to advance the mathematical body of knowledge. s. 1 develop advanced mathematical theories and concepts with application in such areas as nuclear science, chemistry, economics and physics. Provide specific examples of how the selected level of math is used in your job. Supervisor Comments: f— I Agree r I Disagree 11. COMMUNICATIONS REQUIREMENTS© Communications involves the ability to read, write, andspeak. Please circle the ONE number below that is closest to the language skills (reading, writing and soeaking) v_ ou use. At the end of this section you will be asked to provide specific examples of how this applies to your job. 1. I comprehend simple signs, labels, symbols; understand routine lists of instructions when explained; little or no reading or writing required by the job; basic speakingskills not necessarily including complete sentences. 2. 1 read simple sentences, instructions, or work orders; write simple sentences and complete simple job forms; speak simple sentences using basic grammar. 3. 1 read routine sentences, instructions, regulations, procedures, or work orders; write routine sentences and complete routine job forms and incident reports; speak routine sentences using proper grammar. a. 1 read technical instructions, procedures manuals, and charts to solve practical problems such as assembly instruction for tools, routine office equipment operating instructions, and methods and procedures for investigations, and in drawing and layout work; compose routine reports and specialized reports, forms, and business letters, with proper format; speak compound sentences using normal grammar and word form. 5. 1 read journals, manuals, and professional publications; speak informally to groups of co-workers, staff in other organizational agencies, general public, people in other organizations, and present training; compose original reports, training and other written materials, using proper language, punctuation, grammar, and style. e. 1 read professional literature and technical manuals; speak to groups of employees, other public and private groups; write manuals and complex reports. 7. 1 read scientific and technical journals, abstracts, financial reports, and legal documents; speak before professional and civic groups; participate in panel discussions and speak extemporaneously on a variety of subjects; write complex articles, reports, and develop presentations for sophisticated audiences. a. 1 read and interpret professional materials involving advanced bodies of knowledge related to politics, economics, technology, law, medicine, and other complex disciplines; write extremely complex papers and reports; speak to high level scientific, political, economic, legal, medical, or other such groups. s. 1 read and interpret highly complex scientific, medical, or professional materials involving abstract theories and concepts; speak before scientific, professional, and civic groups; write articles for scientific and technical journals, and develop papers and presentations for professional symposiums and conferences. Provide specific examples of how the selected communications level applies to yourjob. Supervisor Comments: r I Agree ll— I Disagree 12. JUDGMENT REQUIREMENTS© Judgment requirements refer to the frequency and complexity of judgments and decisions given the stability of the work environments, the nature and type of guidance, and the breadth of impact of the judgments and decisions. Please circle the ONE number below that is closest to the judgments/decisions you make. 1. 1 am responsible for very few decisions, affecting only the individual; I work in a very stable environment with clear and uncomplicated written/oral instructions. 2. 1 am responsible for guiding others, requiring a few decisions, affecting the individual and a few co-workers; I work in a stable environment with clear and uncomplicated written/oral instructions but with some variations from the routine. 3. 1 am responsible for guiding others, requiring frequent decisions, affecting the individual, co-workers, and others whom depend on the service or product; work in a somewhat fluid environment with rules and procedures but many variations from the routine. 4. 1 am responsible for the actions of others, requiring almost constant decisions affecting co-workers, crime victims, patients, customers, clients or others in the general public; I work in a moderately fluid environment with guidelines and rules, but frequent variations from the routine. 5. 1 am responsible for the actions of others, requiring development of procedures and constant decisions affecting subordinate workers, crime victims, patients, customers, clients, or others in the general public; 1 work in a very fluid environment with guidelines but significant variation. 6. Decision -making is a significant part of my job, affecting a large segment of the organization and the general public; I work in a dynamic environment, responsible to assist in developing policies and practices. 7. Decision -making is a major part of my job, affecting a major segment of the organization and the general public; I work in a dynamic environment; I'm responsible for developing policies and practices. 8. Decision -making is almost entire focus of my job, affecting most segments of the organization and the general public; I work in a highly dynamic environment, and am responsible for establishing goals, objectives and policies. 9. 1 am responsible for long range goals, planning and methodologies. Decision -making is focus of job, affecting entire organization and surrounding population; I work in an unstable environment with frequent and significant changes in conditions. 10, 1 am responsible for long range goals, planning, and methodologies. Decision -making is a primary focus of the job, affecting organization, related organizations, and major segments of the general population; I work in an evolving environment with emerging knowledge and technologies, competing priorities, and changing politics. Provide specific examples of how the selected judgment level applies to your job. Supervisor Comments: Cr I Agree I— I Disagree 13. COMPLEXITY OF WORK© Complexity addresses the analysis, initiative, ingenuity, concentration and creativity, required by the job and the presence of any unusual pressures present in the job. Please check the ONE block helow that is closestto the mental renuirements of vour lob. At the end of this section you will he asked to provide specific examples. 1. 1 perform routine work using common sense; requires little attention for accurate results. 2. 1 perform semi -routine work, following procedures, with occasional problems; requires normal attention for accurate results. 3. 1 perform semi -skilled work involving set procedures and rules but with frequent problems; requires normal attention with short periods of concentration for accurate results or occasional exposure to unusual pressure. 4. 1 perform skilled work Involving rules/systems with almost constant problem solving; requires normal attention with short periods of concentration for accurate results and occasional exposure to unusual pressure. 5. 1 perform coordinating work involving guidelines and rules, with constant problem solving; requires continuous, close attention for accurate results or frequent exposure to unusual pressures. 6. 1 perform supervisory work involving policy and guidelines, solving both people and work related problems; requires continuous, close attention for accurate results and frequent exposure to unusual pressures. 7. 1 perform work involving the application of logical principles and thinking to solve practical problems within or applying to a unit or division of the organization; requires continuous, close attention for accurate results and frequent exposure to unusual pressures. 8. 1 perform work involving the application of principles of logical thinking, scientific, medical, or legal practice to diagnose or define problems, collect data and solve abstract problems with widespread unit or organization impact; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressures. 9. 1 perform work involving the application of broad principles of professional management and leadership to solve new problems for which conventional solutions do not exist; requires sustained, intense concentration for accurate results and continuous exposure to unusual pressure. Provide specific examples of how the selected level of complexity applies Supervisor Comments: I Agree j_. I Disagree 14. IMPACT OF ERRORS© Impact of errors refers to consequences such as damage to equipment and property, loss of data, exposure of the organization to legal liability, and injury or death for individuals. Please circle the ONE number below that is closest to the level of reasoning you must use in vour lob. At the end of this section you will be asked to provide specific examples of how you do this. 1. The impact of errors is very minor - affects only the individual. 2. The impact of errors is minor - affects only those in immediate work area. a. The impact of errors is moderate - affects those in work unit. 4. The impact of errors is moderately serious - affects work unit and may affect other units or citizens or loss of life could occur but probability is low. e. The impact of errors is serious - affects most units in organization, and may affect citizens or loss of life and/or damage could occur and probability is likely. s. The impact of errors is very serious - affects entire organization and the general public or loss of life and/or damage could occur and probability is very likely. 7. The impact of errors is extremely serious - affects entire organization and impacts other activities/organizations and the general public or loss of life and/or damage could occur and is highly likely. s. The impact of errors is severe - affects entire organization, other activities/organizations, the general public, and a wide geographic area or loss of life and/or damage could occur and is highly likely. s. The impact of errors is catastrophic - has a widespread impact on both public and private organizations, the general public, an extensive geographic area and may impact private citizens, the community or a larger geographic area; survival of organization is threatened or widespread loss of life and severe damage is probable. Provide specific examples indicating how the selected impact level applies to yourjob. Supervisor Comments: r' I Agree I- I Disagree 0. PHYSICAL DEMANDS© Physical demands refer to the requirements for physical exertion and coordination of limb and body movement. Please circle the ONE number below that is closest the Dhvslcal demands vour lob reauires. 1. I perform sedentary work that involves sitting most of the time, but may involve walking or standing for brief periods of time; requires little or no dexterity. 2. 1 perform sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. 3. 1 perform light work that involves walking or standing most of the time and involves exerting up to 20 pounds of force on a regular and recurring basis, or skill, adeptness and speed in the use of fingers, hands or limbs on repetitive operation of mechanical or electronic office or shop machines or tools within moderate tolerances or limits of accuracy. a. 1 perform light to medium work that involves walking or standing virtually all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or considerable skill, adeptness and speed in the use of the fingers, hands or limbs in tasks involving close tolerances or limits of accuracy. 5. 1 perform medium work that involves walking, standing, stooping, jumping, dancing, stretching, or lifting all of the time and also involves exerting between 20 and 50 pounds of force on a regular and recurring basis or exceptional skill, adeptness, and speed in the use of fingers, hands, or limbs in tasks involving very close tolerances or limits of accuracy. 6. 1 perform medium to heavy work that involves walking, standing, stooping, lifting, digging, pushing and raising objects and also involves exerting between 20 to 50 pounds of force on a regular and recurring basis and 50 to 100 pounds of force on an occasional basis. 7. 1 perform heavy work that involves constantly lifting, shoveling, and carrying 35 to 50 pounds on a regular and recurring basis and exerting 100 pounds of force on a frequent basis. s. 1 perform very heavy work that involves constantly lifting, shoveling, and carrying 50 to 75 pounds on a regular and recurring basis and exerting 100 pounds of force on a frequent basis. s. 1 perform very heavy work that involves exerting more than 120 pounds of force on a regular and recurring basis, loading and unloading, moving, lifting, fabricating and installing very large or very heavy equipment. Provide specific examples of how the statement you checked applies to your job. Supervisor Comments: F I Agree r" I Disagree 16. EQUIPMENT USAGE© Equipment usage involves responsibility for materials, machines, tools, equipment, work aids, and products. Please check the ONE block below that is closest to how you use equipment, At the end of this section you will be asked to provide specific examples of how you do this. 1. I handle or use machines, tools, equipment or work aids involving little or no latitude for judgment regarding attainment of a standard or in selecting appropriate items. 2. 1 handle or use machines, tools, equipment or work aids involving some latitude for judgment regarding attainment of a standard or in selecting appropriate items. s. 1 handle or use machines, tools, equipment or work aids involving moderate latitude for judgment regarding attainment of a standard or in selecting appropriate items. a. 1 lead or handle machines, tools, equipment or work aids involving moderate latitude for judgment regarding attainment of a standard or in selecting appropriate items. 5. 1 coordinate the handling of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. B. I supervise the handling of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. 7. 1 establish methods and procedures for acquiring and handling of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. s. 1 establish policies for acquiring and handling of machines, tools, equipment or work aids involving extensive latitude for judgment regarding attainment of a standard or in selecting appropriate items. 9. 1 develop and implement long-range capital plans and programs to support the goals and objective of the organization. 10. 1 formulate new concepts or theories through original research to resolve unconventional problems. Provide specific examples demonstrating how the selected level applies to your job. r' I Agree r I Disagree Supervisor Comments: 17. UNAVOIDABLE HAZARDS© Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken. If your job requires routine and frequent exposure to any of the following hazards, Circle all that apply 1. None 2. Bright/dim light; Dusts and pollen 3. Extreme heat and/or cold; Wet or humid conditions 4. Extreme noise levels, Animals/wildlife 5. Vibration; Fumes and/or noxious odors 6. Traffic; Moving machinery 7. Electrical shock; Heights 8. Radiation; Disease/pathogens 9. Toxic/caustic chemicals; Explosives; Violence 10. Other extreme hazards not listed above (describe). Provide specific examples demonstrating how these hazards are encountered on the job. Supervisor Comments: I Agree i I Disagree 18. SAFETY OF OTHERS© Refers to the level of responsibility for the safety of others, either inherent in the job or to ensure the safety of the general public. (Does not include safetyofsuboidinates). Please circle the ONE number below that is closest to the resoonsibilltv you have for the safetv of others. At the end of this section you will be asked to provide specific examples of how you do this. 1. My position requires no responsibility for the safety and health of others. 2. My position requires some responsibility for safety and health of others and/or for occasional enforcement of the standards of public safety or health. 3. My position requires responsibility for the safety and health of others and for occasional enforcement of the laws and standards of public health and safety. 4. My position requires considerable responsibility for the safety and health of others and/or continuous enforcement of the laws and standards of public health and safety. 5. My position involves considerable responsibility for the first -line supervision of the provision of continuous enforcement of the laws and standards of public health and safety. 6. My position involves considerable responsibility for the mid -level management of the provision of continuous enforcement of the laws and standards of public health and safety. 7. My position involves management level responsibility for application and interpretation of the policies regarding the provision of continuous enforcement of the laws and standards of public health and safety. 8. My position involves responsibility and authority for the development of policies regarding the provision of continuous enforcement of the laws and standards of public health and safety. 9. My position serves as the head of an agency or department that has primary responsibility for the enforcement of public safety laws. Provide specific examples demonstrating your level of responsibility for others' safety. I —I Agree J^ I Disagree Supervisor Comments: 19. SENSORY (ADA) REQUIREMENTS© Sensory ability refers to hearing, sight, touch, taste, and smell required by the job. Please circle the numbers of the items that indicate the sensory requirements of your job. Please mark all items that aoDly, 1. Visual acuity, and field of vision 2. Hearing 3. Speaking 4. Color perception 5. Sense of taste 6. Sense of smell 7. Depth perception 8. Texture perception Provide specific examples of how these apply to your job. Supervisor Comments: Y-' I Agree iJ I Disagree 20. ADDITIONAL EMPLOYEE COMMENTS© The space provided below allows the employee to comment on any aspect of your work that you feel was not adequately covered in the previous sections. F I Agree Supervisor Comments: F I Disagree 21. ADDITIONAL SUPERVISOR COMMENTS© The space provided below allows the supervisor to comment on any aspect of the work that you feel was not adequately covered in the previous sections. Supervisor Comments: J I Agree F I Disagree DEPARTMENT County Executive Clerk / Register of Deeds Courts — Circuit Courts — District Courts — Probate Board of Commissioners Parks & Recreation Prosecutor's Office Sheriff's Office (See eligibility details below) Treasurer's Office Water Resources Commissioner's Office SHERIFF'S OFFICE - Eligibility Details All Non -Represented & Represented Employees (Exceptions noted below) All Non -Represented & Represented Employees (Exceptions noted below) EXCEPTIONS BU 15 Sheriff Command Officers BU 9 Corrections (OC Deputy Sheriff Association) BU 10 Law Enforcement (OC Deputy Sheriff Association) EMPLOYEES ELIGIBLE FOR RETIREMENT 173 10 61 12 1 7 10 20 98 8 28 PLAN AGE SERVICE YEARS DB & DC 55 25 DB & DC 60 8 DB & DC Any 25 DB & DC Any 25 DB & DC Any 25 s Board of Commissioners 1 Central Services 21 Clerk / Register of Deeds 5 County Executive 9 Prosecutor's Office 12 Economic Development 11 Sheriff's Office 347 Facilities Management 25 Treasurer's Office 3 Health & Human Services 158 Water Resource Commissioner's 22 Human Resources 14 Office Probate Court 8 Information Technology 12 District Court 51 Management & Budget 21 Circuit Court 32 Parks & Recreation 668 Public Services 119 County -wide PTNE Empfoyees 3,539 Resolution #20659 December 7, 2020 Moved by Zack seconded by Luebs the resolution be adopted. Discussion followed. Vote on resolution: AYES: Kowall, Kuhn, Long, Luebs, Markham, McGillivray, Middleton, Miller, Nelson, Powell, Quarles, Spisz, Taub, Weipert, Woodward, Zack, Gershenson, Gingell, Hoffman, Jackson, Kochenderfer.(21) NAYS: None. (0) A sufficient majority having voted in favor, the resolution was adopted. "Xj� I HEREBY APPROVE THIS RESOLUTION CHIEF DEPUTY COUNTY EXECUTIVE ACTING PURSUANT TO MCL.45,559A (7) STATE OF MICHIGAN) _ COUNTY OF OAKLAND) I, Lisa Brown, Clerk of the County of Oakland, do hereby certify that the foregoing resolution is a true and accurate copy of a resolution adopted by the Oakland County Board of Commissioners on December 7, 2020, with the original record thereof now remaining in my office. In Testimony Whereof, I have hereunto set my hand and affixed the seal of the Circuit Court at Pontiac, Michigan this Th day of December, 2020. Lisa Brown, Oakland County