HomeMy WebLinkAboutResolutions - 2025.01.23 - 41841
AGENDA ITEM: Salary Schedule Adjustment for Certain Water Resources Commissioner
Classifications
DEPARTMENT: Water Resources Commissioner
MEETING: Board of Commissioners
DATE: Thursday, January 23, 2025 6:00 PM - Click to View Agenda
ITEM SUMMARY SHEET
COMMITTEE REPORT TO BOARD
Resolution #2024-4851
Motion to revise the salary schedule for the Chief Engineer WRC, Special Projects Manager WRC,
and Manager WRC classifications within the Water Resources Commissioner’s office, excluded
from the Salary Administration Plan, with the salary ranges listed in the attached Schedule B;
further, amend the FY 2025-2027 budget as detailed in the attached Schedule A - Budget
Amendment.
ITEM CATEGORY SPONSORED BY
Other Action Yolanda Smith Charles
INTRODUCTION AND BACKGROUND
In November 2020, pursuant to Oakland County Board of Commissioner’s Miscellaneous Resolution
#20557, certain Water Resources Commissioner’s office classifications’ wages were not competitive
with the market and needed to be adjusted. The Board of Commissioners acknowledged the
importance of allowing the Water Resources Commissioner to institute certain wage adjustments to
address noted issues and resolve inequities of salaries in comparison to salaries of similarly
situated employees within other organizations in the region by removing them from the Salary
Administration Plan.
For three of the classifications excluded from the Salary Administration Plan – Chief Engineer WRC,
Special Projects Manager WRC, and Manager WRC – the salaries are again non-competitive with
information based on data from a Final Summary Report and Compensation Analysis prepared by
HRM Services on June 23, 2023, for the Oakland County Water Resources Commissioner. The
study was completed between January and May 2023 utilizing available data from the 2022
American Water Works Association Compensation Survey for Large Water and Wastewater Utilities
serving populations greater than 100,000; the 2022 American Society of Civil Engineers Salary
Report; and, local and regional entities including the Detroit Water and Sewerage Department, the
2022 Road Commission for Oakland County Compensation Study, and two private engineering
firms located in southeast Michigan.
POLICY ANALYSIS
In 2020, the Board of Commissioners approved MR #20557 which authorized an increase in salary
grade for 6 classifications in the Water Resources Commissioner’s office: Survey Party Supervisor,
Chief WRC Administrative Services, WRC Business Systems Manager, Chief Engineer WRC,
Special Projects Manager WRC, and WRC Manager.
An independent study was conducted in 2023 that reviewed 11 WRC classifications. As a result, the
WRC is requesting a salary grade increase of two for 3 classifications: Chief Engineer WRC,
Special Projects Manager WRC, and Manager WRC.
BUDGET AMENDMENT REQUIRED: Yes
Committee members can contact Barbara Winter, Policy and Fiscal Analysis Supervisor at
248.821.3065 or winterb@oakgov.com or the department contact persons listed for additional
information.
CONTACT
Jim Nash
ITEM REVIEW TRACKING
Aaron Snover, Board of Commissioners Created/Initiated - 1/23/2025
AGENDA DEADLINE: 01/23/2025 6:00 PM
ATTACHMENTS
1. WRC - Drain Equipment Fund Certain Position Salary Increases - Schedule A-Budget
Amendment
2. WRC Salary Schedule Adjustment - Schedule B
3. 2025-01-15 Memorandum re WRC Request to Update SAP Exceptions
4. Final Summary Report - Compensation Analysis - June 2023
COMMITTEE TRACKING
2025-01-15 Economic Development & Infrastructure - Recommend to Board
2025-01-23 Full Board - Adopt
Motioned by: Commissioner Penny Luebs
Seconded by: Commissioner Christine Long
Yes: David Woodward, Michael Spisz, Michael Gingell, Penny Luebs, Karen Joliat, Kristen
Nelson, Christine Long, Robert Hoffman, Philip Weipert, Gwen Markham, Angela Powell, Marcia
Gershenson, Yolanda Smith Charles, Charles Cavell, Brendan Johnson, Ann Erickson Gault,
Linnie Taylor, Robert Smiley (18)
No: None (0)
Abstain: None (0)
Absent: William Miller III (1)
Passed
Oakland County, Michigan
WATER RESOURCES COMMISSION - DRAIN EQUIPMENT FUND SALARY SCHEDULE ADJUSTMENT FOR CERTAIN WATER RESOURCES COMMISSIONER POSITIONS
Schedule "A" DETAIL
R/E Fund Name Division Name
Fund #
(FND)Cost Center (CCN) #
Account #
(RC/SC)
Program #
(PRG)Grant ID (GRN) #
Project ID #
(PROJ)
Region
(REG)
Budget
Fund
Affiliate
(BFA)
Ledger
Account
Summary Account Title
FY 2025
Amendment
FY 2026
Amendment
FY 2027
Amendment
Drain Equipment (63900)
R Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 RC631869 PRG149760 630000 Reimbursement Salaries $87,886.00 $132,546.00 $132,464.00
Total Revenues $87,886.00 $132,546.00 $132,464.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC702010 PRG149760 702000 Salaries Regular $65,634.00 $98,988.00 $98,929.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722750 PRG149760 722000 Workers Compensation $191.00 $289.00 $288.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722760 PRG149760 722000 Group Life $91.00 $138.00 $137.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722770 PRG149760 722000 Retirement $10,033.00 $15,131.00 $15,121.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722780 PRG149760 722000 Hospitalization $7,706.00 $11,621.00 $11,613.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722790 PRG149760 722000 Social Security $3,049.00 $4,597.00 $4,594.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722800 PRG149760 722000 Dental $496.00 $748.00 $748.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722810 PRG149760 722000 Disability $632.00 $953.00 $952.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722820 PRG149760 722000 Unemployment Insurance $24.00 $37.00 $37.00
E Drain Equipment Drain Commissioner Admin FND63900 CCN6010101 SC722850 PRG149760 722000 Optical $30.00 $44.00 $45.00
Total Expenditures $87,886.00 $132,546.00 $132,464.00
Water and Sewer Trust Fund (57010)
R Water and Sewer Trust Fund Drain Commissioner Admin FND57010 CCN6010101 RC632086 PRG149030 630000 Sewage Disposal Service Revenue $87,886.00 $132,546.00 $132,464.00
Total Revenues $87,886.00 $132,546.00 $132,464.00
E Water and Sewer Trust Fund Drain Commissioner Admin FND57010 CCN6010101 SC771638 PRG149030 770000 Drain Equipment Labor $87,886.00 $132,546.00 $132,464.00
Total Expenditures $87,886.00 $132,546.00 $132,464.00
WHEREAS a Water Resources Commission FY 2025 - 2027 budget amendment of $87,886 is recommended for the following positions Chief Engineer WRC, Manager WRC and Special Project Manager WRC to set the wages to be more competitive with the market; and
Oakland County Water Resources Commissioner Salary Schedule Adjustment
"Schedule B"
Chief Engineer WRC:
Step 1 12 24 36 48 60 72 84
Annual 120,052 125,880 131,707 137,535 143,362 149,191 155,019 160,846
Bi-Wkly 4,617.37 4,841.53 5,065.65 5,289.82 5,513.94 5,738.11 5,962.27 6,186.39
Special Projects Manager
WRC:
Step 1 12 24 36 48 60 72 84
Annual 126,054 132,174 138,293 144,412 150,531 156,650 162,770 168,889
Bi-Wkly 4,848.23 5,083.60 5,318.96 5,554.32 5,789.64 6,025.00 6,260.37 6,495.73
Manager WRC:
Step 1 12 24 36 48 60 72 84
Annual 126,054 132,174 138,293 144,412 150,531 156,650 162,770 168,889
Bi-Wkly 4,848.23 5,083.60 5,318.96 5,554.32 5,789.64 6,025.00 6,260.37 6,495.73
Form DC–001
OAKLAND COUNTY WATER RESOURCES COMMISSIONER
Page 1 of 1 Rev.: 11/05/08
OAKLAND COUNTY
WATER RESOURCES COMMISSIONER MEMORANDUM
TO: Commissioner Yolanda Smith-Charles
Chairperson of the Economic Development and Infrastructure Committee
FROM: Jim Nash
SUBJECT: WRC Salary Plan Exception Update
DATE: January 15, 2025
_________________________________________________________________________________________________
By way of background, in 2020, after Oakland County hired a third-party consultant to perform a
market study of all non-represented county job classifications, my office determined that six of our
classifications needed a salary adjustment to become competitive in the market. The Board of
Commissioners, through Miscellaneous Resolution #20557, acknowledged the importance of allowing
me to institute certain wage adjustments to resolve issues of inequity in wages.
Last year, an updated market study was completed for certain leadership positions within my office
through a third-party consultant using the best available wage data from 2022 and 2023 and
comparable organizations. That study has been submitted with this memorandum for your reference.
To continue to remain competitive in the market for positions held within my office by professional
engineers, those being my chief engineers, my special projects manager, and my managers, the
corresponding wages must increase.
I am coming to the Board of Commissioners because these three classifications I’ve noted are
exceptions to the county’s salary administration plan and are under the purview of my office and
budget. I need the salary grade for each of these classifications adjusted upwards two salary grades.
This translates to the following:
Classification Current Salary
Grade
Current Salary
Range
Proposed Salary
Grade
Proposed Salary
Range
Chief Engineer
WRC
WRC/130 $108,891-$145,893 WRC/132 $120,052-$160,846
Special Projects
Manager WRC
WRC/131 $114,335-$153,187 WRC/133 $126,054-$168,889
Manager WRC WRC/131 $114,335-$153,187 WRC/133 $126,054-$168,889
There is no impact to the county’s General Fund for these wage adjustments and I seek your
agreement through the advancement and ultimate adoption of the proposed resolution before you
today.
Final Summary Report
Compensation Analysis
Prepared by:
Alissa Parks, Consultant
For Oakland County Water Resources Commissioner
June 23, 2023
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
2
TABLE OF CONTENTS
SECTIONS
PAGE
Introduction
3
Compensation Analysis
4-13
Summary
14
Benefits
15-16
Impact of Recommended Ranges
17
Implementing Recommended Ranges
17-21
Appendix
22
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
3
INTRODUCTION
Oakland County Water Resources Commissioner (WRC) contracted with HRM Services, a human resources firm
out of Lansing Michigan, to complete a compensation study for the following 11 WRC positions:
1. WRC Attorney
2. Drainage District Legal Counsel
3. WRC Manager and Chief Legal Officer
4. Civil Engineer I
5. Civil Engineer II
6. Civil Engineer III
7. Assistant Chief Engineer
8. Chief Engineer
9. Special Projects Manager
10. Manager
11. Chief Manager
Alissa Parks, HRM Services Consultant, completed the study between January – May 2023 utilizing available data
from the following sources:
1. FY 2023 Oakland County Salary Schedule
2. 2022 American Water Works Association (AWWA) Compensation Survey for Large Water and
Wastewater Utilities serving populations above 100,000
3. 2022 American Society of Civil Engineers (ASCE) Salary Report
4. Five local/regional entities when comparable position salary data was available:
a. Great Lakes Water Authority
b. Detroit Water and Sewerage Department
c. 2022 Oakland County Roads Commission Compensation Study
d. Two Private Engineering Firms located in Southeast Michigan
Please note that the current salaries for the 11 positions reflect the 2023 Oakland County salary schedule,
however, the available market data, and ultimately the average market range reflects 2022 salary data. Therefore,
the average market range does not reflect potential salary increases that may have occurred during high
inflationary periods.
More information about the salary sources is located in the Appendix.
Comparable positions were identified, and data was compiled and averaged for ten positions (there was not
sufficient market data available for the Assistant Chief Engineer position) and compared with the current salary
range listed in the 2023 Oakland County Salary Schedule.
Compensation Philosophy
The Oakland County WRC desires to be at or above the market for these positions to support retention and
recruitment of talent. For positions that are more difficult to fill with qualified candidates, Oakland WRC may
consider setting salary ranges that are higher than the market to support talent recruitment.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
4
COMPENSATION ANALYSIS
Oakland County WRC Attorney Positions
For two attorney positions – the WRC Attorney and Drainage District Legal Counsel, internal comparison data
was utilized to assess whether these positions are paid on a scale equal to or similar to like positions within
Oakland County. There was limited external salary data for the WRC Attorney and Drainage District Legal Counsel
positions. For the WRC Manager & Chief Legal Officer, external data was available and averaged to assess the
comparison to the external market.
WRC Attorney - This is a staff attorney position; however, this role handles complex cases and is required to have
a wide scope of legal knowledge across many specialty areas. The scope of responsibility is similar to an Assistant
Corporate Counsel - Senior within the Oakland County classification system, but the WRC Attorney pay range is
approximately $20,000 less than the Assistant Corporate Counsel position.
Both positions are required to have a law degree and be in good standing with the State Bar of Michigan. The
WRC Attorney is required to have at least four years of experience in the practice of law, whereas the Assistant
Corporation Counsel – Senior is required to have six years. Both positions provide legal representation and
counsel on complex civil cases, however the WRC Attorney also provides representation for non-County drainage
districts. The WRC Attorney provides research, counsel, and representation in a wide scope of the law including
contract drafting and interpretation, civil litigation, real property, environmental law, bankruptcy, municipal law,
and policy.
Oakland County Comparable Roles Minimum Mid-Point Maximum
WRC Attorney $73,371 $85,837 $98,303
Assistant Corporation Counsel - Senior - 072 $93,643 $109,554 $125,464
Considering the internal equity issue between these two similar roles, HRM Services recommends increasing the
salary range of the WRC Attorney position to the same level as the Assistant Corporate Counsel - Senior.
Drainage District Legal Counsel – After a review of the job description and verifying the responsibilities with the
Chief Legal Officer, this position was deemed comparable with a "senior attorney" position. When comparing
internally for job duties, education, and experience requirements, this position is at a similar or higher level of
responsibility as the Transactional Attorney Corporation Counsel - 072 (aka Financial Attorney Corporation
Counsel). However, the pay range for this the Drainage District Legal Counsel is approximately $10,000 less.
Both internal positions are required to have six years of experience and the Drainage District Legal Counsel is
required to have a Juris Doctorate. The Financial Attorney Corporation Counsel is required to have a Bachelor of
Law degree or Juris Doctor degree. The Drainage District Legal Counsel acts as legal counsel for non-County
drainage districts in complex civil suits and advises various staff and management at the Water Resources
Commissioner’s office regarding risk mitigation and all legal matters that may arise. The Drainage District Legal
Counsel further specializes in a complex area of law including insurance, claims management, drain board
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
5
administration, and legislative policy. The Financial Attorney Corporation Counsel primarily researches and
analyzes complex legal and financial issues related to County operations and large projects. The Drainage District
Legal Counsel provides administrative direction to municipalities and WRC department managers as well as
supervises and directs the work high level staff assistants or law clerks. The Financial Attorney Corporation
Counsel may provide direction to staff attorney, para-legals, and clerical employees on a project basis.
Oakland County Comparable Roles Minimum Mid-Point Maximum
Drainage District Legal Counsel - UNI $93,643 $109,554 $125,464
Transactional Attorney Corporation Counsel - 072
(aka Financial Attorney Corporation Counsel)
$103,242 $120,783 $138,324
Salary information was requested from the Great Lakes Water Authority (GLWA) and Detroit Water & Sewerage,
who are the only two regional entities with attorney positions. Their pay range for Associate General Counsel at
GLWA was quite wide spanning from $83,523-162,750. At Detroit Water and Sewerage, they have an Associate
with 10 years of experience currently making $113,300. Both entities are currently reviewing compensation
ranges for their attorney positions, therefore this data was not utilized.
Considering the internal equity issue between the Drainage District Legal Counsel and the Financial Attorney
Corporation Counsel, HRM Services recommends increasing the salary range of the Drainage District Legal
Counsel to the same level as the Financial Attorney Corporation Counsel.
WRC Manager and Chief Legal Officer – The WRC Manager and Chief Legal Officer is responsible for several
department functions, including legal, risk management, safety, human resources, labor relations, marketing and
communications, utility billing customer service, and administrative functions. This position makes
recommendations and prepares proposals and reports for the Water Resources Commissioner’s review and
initiates, develops, and implements departmental programs, policies, procedures, and budgets to ensure timely
and cost-efficient execution and implementation of various internal and external projects.
The WRC Manager and Chief Legal Officer is comparable with the Top Legal Executive role included in the AWWA
survey. The Top Legal Executive is “responsible for providing legal advice to the board and top executive on all
matters submitted and rendering opinions on their legal implications. Manages a staff that is skilled in legal
research, litigation, legal counseling, and contract and property matters.”
Source Year Description, as applicable Comparable
Roles
Minimum Mid-Point Maximum
Engineering Firm
#1
2022 General
Counsel
$144,063 $181,393 $233,648
American Water
Works Association
(AWWA)
2022 200-500 Employees (N=10) Top Legal
Executive
$119,043 $141,696 $167,574
American Water
Works Association
(AWWA)
2022 Municipality/County/Township/City/Village
(N=20)
$142,577 $169,744 $201,995
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
6
American Water
Works Association
(AWWA)
2022 Board Operated (N=14) $130,204 $163,678 $201,995
American Water
Works Association
(AWWA)
2022 Population over 1M (N=11) $152,574 $178,097 $203,605
Market Average $137,692 $166,922 $201,763
Current salary $108,403 $126,821 $145,239
Considering external sources, the AWWA survey utilizing data from respondents from a similar size and service
area, the role of Top Legal Executive (a comparable position) earns significantly higher than the current salary
range for the WRC Chief Legal Officer. Also, a comparable position with a private engineering firm in the region
has a higher salary range for their General Counsel. Comparing these averages to the current salary for the Chief
Legal Officer, the minimum starting salary average is approximately $30,000 more and the maximum is almost
$50,000 more. HRM Services recommends increasing the salary range for this position to the average market
salary in order to remain competitive for retention and recruitment.
Recommendation for the Future – Reviewing the salary ranges for the attorney positions every 1 – 2 years is best
practice to ensure ranges remain at or above the market. The State Bar of Michigan is currently in the process of
compiling updated compensation information. HRM Services recommends reviewing the State Bar data, as well
as the new salary data from GLWA and Detroit Water & Sewerage when it becomes available, as part of the
annual/biannual best practice salary review process to further assess the salary ranges of these three positions.
Oakland County WRC Engineer Positions
For the eight engineer positions, only external data (sources listed on page one of this report) was utilized for
comparison. The data represents base salary data from these sources and does not include bonuses. The data
was compiled into spreadsheets for each position and averaged. The full salary survey data reports are available
upon request. In addition to the salary data, these reports also include role definitions and respondents, which
were considered in developing salary range recommendations for these positions.
Below is a brief narrative and accompanying data for each position:
Chief Manager – The Chief Manager uses considerable experience with department operations, project funding,
engineering, and administrative matters to provide continuity and training for efficient planning, engineering,
and operations. This position prepares the division budget and makes recommendations related to projects and
prepares proposals and reports for the Water Resources Commissioner’s review. The Chief Manager oversees,
initiates, develops and implements divisional programs, policies, and procedures to ensure timely and cost-
efficient construction of municipal projects by contracted work crews.
The Chief Manager position is comparable with the Top Executive role included in the AWWA survey. The Top
Executive “is responsible for managing, planning, coordinating, and administering all activities of the water
department and/or water company. Responsible for short and long-range strategy of the organization subject to
review by the board.”
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
7
The Chief Manager position is also comparable with the Grade Level 8 from the ASCE survey. Positions within the
Grade Level 8 “make decisions with broad influence on activities of their organizations and provides leadership
and develops and engages others to create a common vision for their programs and the organization.”
Source Year Description, as applicable Comparable Roles Minimum Mid-Point Maximum
Oakland County
Road Commission
2022 Managing Director $136,122 $155,750 $177,213
American Society of
Civil Engineers
(ASCE)
2022 Grade Level 8 - US (294) - Base
Salary
Common Titles -
Bureau Engineer,
Director of Public
Works
$140,000 $168,500 $203,548
American Society of
Civil Engineers
(ASCE)
2022 Grade Level 8 - Michigan (7) -
Base Salary
$122,000 $160,000 $182,115
American Water
Works Association
(AWWA)
2022 Municipality/County/Township
/City/Village (N=67)
Top Executive $137,851 $173,959 $213,014
American Water
Works Association
(AWWA)
2022 Board Operated (N=41) $152,056 $194,041 $242,484
American Water
Works Association
(AWWA)
2022 Population over 1M (N=19) $165,871 $204,592 $248,832
American Water
Works Association
(AWWA)
2022 200-500 Employees (N=37) $140,792 $177,522 $220,637
Market Average $142,099 $176,338 $212,549
Current Salary $113,823 $133,162 $152,501
Considering the average salary data across comparable positions and data sources, there is justification for
increasing the salary range for this position. The salary range for the Chief Manager is approximately $30,000
less than the minimum average salary and $60,000 less than the maximum average salary. HRM Services
recommends increasing the salary range for this position to the market average in order to remain competitive
for retention and recruitment.
Manager – The Manager position is responsible for the various divisional functions, including land
use/environmental management, right of way, and construction inspection. This position initiates, develops, and
implements divisional programs, policies and procedures to ensure timely and cost-efficient construction of
municipal projects by contracted work crews.
The Manager position is similar to both the Top Planning Executive and Top Operations and Maintenance
Executive included in the AWWA survey. The Top Planning Executive is “responsible for functions relating to raw
water development planning, protection, and operation; hydraulic system planning; demographics, land use, and
plan review; and capital program development, both long and short range.” The Top Operations and Maintenance
Executive “directs and administers the operations/maintenance division functions of source and supply, water
treatment, water quality, water control, transmission and distribution, maintenance, and process control.”
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
8
The Manager position is also comparable with the Grade Level 7 from the ASCE survey. Positions within the Grade
Level 7 “supervises a major organizational segment or several teams and recommends facilities, personnel, and
funds required to carry out programs.”
Source Year Description, as applicable Job Title Minimum Mid-Point Maximum
Oakland County
Road Commission
2022 Deputy Managing
Director
$109,477 $152,764 $185,802
Engineering Firm #2 2023 Special Projects
Manager
$148,054 $166,982 $185,910
American Society of
Civil Engineers
(ASCE)
2022 Grade Level 7 – US (421) – Base
Salary
Common Titles –
Director, Program
Manager, City
Engineer, County
Engineer, Division
Engineer,
Department Head,
Vice President
$121,825 $145,000 $170,000
American Society of
Civil Engineers
(ASCE)
2022 Grade Level 7 – Michigan (10) – Base
Salary
$120,486 $124,160 $130,010
American Water
Works Association
(AWWA)
2022 Municipality/County/Township/City/
Village (N=36)
Top Planning
Executive
$105,656 $133,017 $162,409
American Water
Works Association
(AWWA)
2022 Board Operated (N=17) $128,411 $161,607 $197,506
American Water
Works Association
(AWWA)
2022 Population over 1M (N=13) $121,931 $154,904 $189,670
American Water
Works Association
(AWWA)
2022 200-500 Employees (N=21) $111,499 $141,552 $173,031
American Water
Works Association
(AWWA)
2022 Municipality/County/Township/City/
Village (N=60)
Top Operations &
Maintenance
Executive
$109,060 $136,329 $165,239
American Water
Works Association
(AWWA)
2022 Board Operated (N=34) $123,350 $155,598 $189,630
American Water
Works Association
(AWWA)
2022 Population over 1M (N=17) $143,256 $179,481 $217,021
American Water
Works Association
(AWWA)
2022 200-500 Employees (N=34) $108,183 $140,624 $171,276
Market Average $120,932 $149,335 $178,125
Current Salary $108,403 $126,821 $145,239
As outlined in the table above, the current salary range for the Manager position is lower than the market. Even
when only averaging the ASCE data, the current range is lower. HRM Services recommends increasing the salary
range for this position to the market average in order to remain competitive for retention and recruitment.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
9
Special Projects Manager – The Special Projects Manager is responsible for the various department functions,
including operations, maintenance, engineering, and administrative functions. This position initiates, develops,
and implements water resource programs, policies, procedures, and budgets to ensure timely and cost-efficient
construction, engineering, operations and maintenance of municipal utility projects and systems.
The Special Projects Manager position is similar to the Top Engineering Executive included in the AWWA survey.
The Top Engineering Executive is “responsible for administering all engineering/construction programs, including
special projects and the design and construction of departmental facilities.”
The Special Projects Manager position is also comparable with the Grade Level 7 from the ASCE survey. Positions
within the Grade Level 7 “supervises a major organizational segment or several teams and recommends facilities,
personnel, and funds required to carry out programs.”
Source Year Description, as applicable Job Title Minimum Mid-Point Maximum
Oakland County Road
Commission
2022 Deputy Managing
Director
$109,477 $152,764 $185,802
Engineering Firm #2 2023 Senior Project
Manager
$148,054 $166,982 $185,910
American Society of
Civil Engineers (ASCE)
2022 Grade Level 7 – US (421) – Base
Salary
Common Titles –
Director, Program
Manager, City
Engineer, County
Engineer, Division
Engineer,
Department Head,
Vice President
$121,825 $145,000 $170,000
American Society of
Civil Engineers (ASCE)
2022 Grade Level 7 – Michigan (10) – Base
Salary
$120,486 $124,160 $130,010
American Water Works
Association (AWWA)
2022 Municipality/County/Township/City/
Village (N=60)
Top Engineering
Executive
$109,835 $136,406 $163,426
American Water Works
Association (AWWA)
2022 Board Operated (N=34) $122,029 $152,903 $185,423
American Water Works
Association (AWWA)
2022 Population over 1M (N=17) $139,758 $168,306 $200,103
American Water Works
Association (AWWA)
2022 200-500 Employees (N=34) $109,769 $138,906 $168,622
Market Average $122,654 $148,178 $173,662
Current Salary $108,403 $126,821 $145,239
Similar to the Manager position, the salary range for the Special Projects Manager is lower than the market. HRM
Services recommends increasing the salary range for this position to the market average in order to remain
competitive for retention and recruitment.
Chief Engineer – The Chief Engineer position assists the manager in a supervising engineer role and directs on-
going functions in the Department of the Water Resources Commissioner. This position establishes a priority
system of assignments, implements effective procedures, and organizes and directs the engineering duties
necessary for master plan development and implementation.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
10
The Chief Engineer position is similar to the Top Operations and Maintenance Executive included in the AWWA
survey. The Top Operations and Maintenance Executive “directs and administers the operations/maintenance
division functions of source and supply, water treatment, water quality, water control, transmission and
distribution, maintenance, and process control.”
The Chief Engineer position is also similar to the Grade Level 6 from the ASCE survey. Positions within the Grade
Level 6 “serve as the technical advisor for the organization in the application of advanced concepts and methods
in an assigned area and lead programs of moderate complexity and scope or lead a major project.”
Source Year Description, as applicable Job Title Minimum Mid-Point Maximum
Oakland County Road
Commission
2022 Director Planning
and Environmental
Concerns
$109,053 $139,150 $166,198
Engineering Firm #2 2023 Project Manager I $128,086 $138,070 $148,054
American Society of Civil
Engineers (ASCE)
2022 Grade Level 6 – US (603) –
Base Salary
Common Titles –
Principal Engineer,
District Engineer,
Engineering
Manager
$107,000 $124,648 $142,000
American Society of Civil
Engineers (ASCE)
2022 Grade Level 6 – Michigan (13)
– Base Salary
$100,000 $109,782 $132,000
American Water Works
Association (AWWA)
2022 Municipality/County/Township
/City/Village (N=60)
Top Operations &
Maintenance
Executive
$109,060 $136,329 $165,239
American Water Works
Association (AWWA)
2022 Board Operated (N=34) $123,350 $155,598 $189,630
American Water Works
Association (AWWA)
2022 Population over 1M (N=17) $143,256 $179,481 $217,021
American Water Works
Association (AWWA)
2022 200-500 Employees (N=34) $108,183 $140,624 $171,276
Market Average $115,999 $140,460 $166,427
Current Salary $103,242 $120,783 $138,324
As outlined in the table above, the current salary range for the Chief Engineer position is lower than the market.
HRM Services recommends increasing the salary range for this position to the market average in order to remain
competitive for retention and recruitment.
Assistant Chief Engineer – When reviewing the data, there were less directly comparable positions for the
Assistant Chief Engineer role. Given the lack of available market data, we recommend first making decisions for
the other engineering positions and then reviewing the current salary range for the Assistant Chief Engineer to
determine if it needs to adjust proportionally given typical career progression. The current salary range for this
position is $89,184 - $119,488.
Civil Engineer III – The Civil Engineer III is responsible for a large engineering project, several smaller projects, or
operational and maintenance management of sewer, water or drain system components involving many complex
features.
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Oakland County WRC
June 23, 2023
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The Civil Engineer III position is similar to the Engineer Senior position included in the AWWA survey. The
Engineer Senior position “performs a variety of complex and advanced professional-level engineering work
involving both office and field activities and supervises functional engineering activities or manages engineering
projects.”
The Civil Engineer III position is also comparable with the Grade Level 4 from the ASCE survey. Positions within
the Grade Level 4 “design a complete project, system, component, or process and applies broad knowledge of
principles and practices in a specific practice area.”
Source Year Description, as applicable Job Title Minimum Mid-Point Maximum
Oakland County
Road Commission
2022 Civil Engineer III $78,306 $93,228 $108,476
Engineering Firm
#1
2022 Civil Engineer III $66,560 $74,880 $83,200
Engineering Firm
#2
2023 Project Engineer 2 $105,310 $109,918 $114,525
American Society
of Civil Engineers
(ASCE)
2022 Grade Level 4 – US (321) – Base Salary Common Titles –
Civil Engineer,
Associate Engineer,
Project Engineer,
Resident Engineer
$75,000 $85,000 $97,000
American Society
of Civil Engineers
(ASCE)
2022 Grade Level 4 – Michigan (7) – Base Salary $62,500 $75,000 $82,897
American Water
Works Association
(AWWA)
2022 Municipality/County/Township/City/Village
(N=60)
Engineer Senior $81,034 $101,200 $122,142
American Water
Works Association
(AWWA)
2022 Board Operated (N=34) $88,422 $110,592 $133,464
American Water
Works Association
(AWWA)
2022 Population over 1M (N=17) $89,540 $111,723 $135,472
American Water
Works Association
(AWWA)
2022 200-500 Employees (N=34) $83,007 $105,259 $127,910
Market Average $81,075 $96,311 $111,676
Current Salary $80,893 $ 94,637 $108,380
As outlined in the table above, the current salary range for the Civil Engineer III position is comparable with the
market with the starting salary slightly lower than the market. This position also receives overtime after working
eight hours each day, therefore, the difference between the current salary and the market average is addressed.
Given this, HRM Services recommends keeping the current salary range as-is. The salary range should be revisited
during the regular salary review or as needed if recruiting for this position becomes more challenging.
Civil Engineer II – The Civil Engineer II evaluates, selects, and applies standard engineering techniques,
procedures, and criteria, using judgement in making engineering decisions related to the operation or
construction of storm drain, sanitary sewer, water system and/or lake level systems. This position performs data
analysis and prepare technical reports for the asset management programs associated with the utility systems.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
12
The Civil Engineer II position is similar to the Engineer Intermediate position included in the AWWA survey. The
Engineer Intermediate position “performs a variety of complex and advanced professional-level engineering
work involving both office and field activities.”
The Civil Engineer II position is also comparable with the Grade Level 3 from the ASCE survey. Positions within
the Grade Level 3 “perform moderate design tasks, prepare portions of plans, specifications, and other project
documents, and perform research and field investigation.”
Source Year Description, as applicable Job Title Minimum Mid-Point Maximum
Oakland
County Road
Commission
2022 Civil Engineer II $69,427 $81,705 $94,207
Engineering
Firm #1
2022 Civil Engineer II $69,427 $81,705 $94,207
Engineering
Firm #2
2023 Project Engineer I $73,861 $81,931 $90,000
American
Society of
Civil
Engineers
(ASCE)
2022 Grade Level 3 – US (164) – Base Salary Engineer in
Training, Designer,
Engineering
Associate, Analyst
$66,868 $72,944 $81,000
American
Water Works
Association
(AWWA)
2022 Municipality/County/Township/City/Village
(N=60)
Engineer –
Intermediate
$71,183 $88,115 $106,515
American
Water Works
Association
(AWWA)
2022 Board Operated (N=34) $74,059 $93,295 $113,094
American
Water Works
Association
(AWWA)
2022 Population over 1M (N=17) $77,494 $97,813 $119,706
American
Water Works
Association
(AWWA)
2022 200-500 Employees (N=34) $72,423 $91,732 $111,781
Market Average $71,843 $86,155 $101,314
Current Salary $73,371 $85,837 $98,303
As outlined in the table above, the current salary range for the Civil Engineer II position is comparable with the
market with the starting salary slightly higher than the market at the minimum and slightly lower at the
maximum. Therefore, HRM Services recommends keeping the current salary range as-is. The salary range should
be revisited during the regular salary review or as needed if recruiting for this position becomes more
challenging.
Civil Engineer I – The Civil Engineer I performs basic professional assignments in order to assist higher level
engineering staff and to develop professional work knowledges and abilities.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
13
The Civil Engineer I position is similar to the Engineer Associate position included in the AWWA survey. The
Engineer Associate position “performs a variety of routine professional-level engineering work involving both
office and field activities.”
The Civil Engineer I position is also comparable with the Grade Level 2 from the ASCE survey. Positions within the
Grade Level 2 “perform basic design tasks and assist on tasks such as field activities, material testing, CADD work,
permit applications, and report writing.”
Source Year Description, as applicable Comparable
Roles
Minimum Mid-Point Maximum
Oakland
County Road
Commission
2022 Civil Engineer I $58,283 $67,997 $77,004
Engineering
Firm #1
2022 Civil Engineer I $58,283 $67,997 $77,004
Engineering
Firm #2
2023 Project Engineer I 73,861 $81,931 90,000
American
Society of Civil
Engineers
(ASCE)
2022 Grade Level 2 - US (131) - Base Salary Engineer in
Training,
Designer,
Engineering
Associate, Analyst
$62,000 $69,000 $77,000
American
Water Works
Association
(AWWA)
2022 Municipality/County/Township/City/Villa
ge (N=60)
Engineer -
Associate
$60,809 $74,592 $89,615
American
Water Works
Association
(AWWA)
2022 Board Operated (N=34) $64,380 $80,359 $96,654
American
Water Works
Association
(AWWA)
2022 Population over 1M (N=17) $67,284 $84,598 $103,047
American
Water Works
Association
(AWWA)
2022 200-500 Employees (N=34) $61,865 $76,864 $92,461
Market Average $63,346 $75,417 $87,848
Current Salary Range $66,550 $77,858 $89,165
As outlined in the table above, the current salary range for the Civil Engineer I position is comparable with the
market with the range slightly higher than the market. Therefore, HRM Services recommends keeping the current
salary range as-is. The salary range should be revisited during the regular salary review or as needed if recruiting
for this position becomes more challenging.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
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SUMMARY
Position Current Range Range for Internal
Comparable Position
Recommendation
WRC Attorney $73,371-$98,303 $93,643-$125,464 Increase salary range to be consistent
with comparable internal position
Drainage District
Legal Counsel
$93,643-$125,464 $103,242-$138,324 Increase salary range to be consistent
with comparable internal position
Position Current Range Market Average Recommendation
WRC Manager &
Chief Legal
Officer
$108,403-$145,239 $137,692-$201,763 Increase salary range to be consistent
with market average
Chief Manager $113,823-$152,501 $142,099-$212,549 Increase salary range to be consistent
with market average
Manager $108,403-145,239 $120,932-178,125 Increase salary range to be consistent
with market average
Special Projects
Manager
$108,403-$145,239 $122,654-173,662 Increase salary range to be consistent
with market average
Chief Engineer $103,242-$138,324 $115,999-$166,427 Increase salary range to be consistent
with market average
Assistant Chief
Engineer
$89,184-$119,488 Review once other engineer position
ranges are decided and then adjust
proportionally based on career
progression
Civil Engineer III $80,893-$108,380 $81,075-$111,676 Maintain current salary range
Civil Engineer II $73,371-$98,303 $71,843-$101,314 Maintain current salary range
Civil Engineer I $66,550-$89,165 $63,346-$87,848 Maintain current salary range
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
15
BENEFITS
After ensuring that compensation is comparable with the market, it is wise to also compare benefits to determine
if any changes are needed to remain competitive for talent. HRM recommends surveying employees at least
annually to ask about satisfaction with benefits and to understand the specific needs of employees. National
data suggests that beyond traditional health insurances and retirement, that employees also desire benefits such
as flexibility in scheduling and hybrid/remote work, paid family leave, tuition assistance/loan repayment, and
paid time off.1
As part of this study, HRM reviewed Oakland County’s benefit offerings as compared with the American Society
of Civil Engineers (ASCE) survey for 2022 as well as the Society for Human Resources Management (SHRM)
Employee Benefits Survey 2022.
There is limited data to provide direct comparison for benefits, specifically related to employee versus employer
contributions. If this type of information is desired, an independent survey of comparable employers could
provide more specific information. However, looking at the data in the table below, it appears that Oakland
County provides comparable, if not, richer benefits than other employers. In government industries, one would
expect richer benefits specifically related to health insurance and retirement contributions as well as paid time
off policies. Given that most employees first consider base pay prior to benefits when making employment
decisions, benefits by themselves typically are not enough to sway employees if the base compensation is below
the market. Once salary ranges are at market levels, the benefits offered by Oakland County may help its
positions stand out from competitors for retaining and recruiting high level talent.
Oakland County ASCE SHRM
Government and Education
Industries in the Midwest
Medium 100-499 employees
Medical Insurance Five plans offered – PPO,
HMO, and traditional
- $1,269/month
98% offer employer sponsored
insurance.
74% offer a PPO, 33% offer an
HMO, and 61% offer an HSA
93% of employers offer and
contribute to health insurance for
employees and 80% offer and
contribute for dependents.
83% offer a PPO, 26% offer
an HMO, 66 offer an HSA
Dental Insurance PPO and Premier Plans
- $59.50/month
81% offer and contribute to for
employee and 71% for
dependents.
98% offer this benefit
Vision Insurance Two plans offered
- $2.92/month
74% offer and contribute to this
benefit
89% offer this benefit
Flexible Spending
Accounts
Both health care and
dependent care offered
Information not available 80% offer dependent care
FSA
1 Tyler, Kathryn. “What Employees Want.” SHRM, January 8, 2022.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
16
Life Insurance and
AD&D
Yes 77% offer and contribute to this
benefit
94% provide group life
insurance
82% offer AD&D
STD and LTD Yes 69% offer and contribute to this
benefit
80% offer LTD and 63%
offer STD beyond any
state-required programs
Retirement 401(a) auto enrolled and
457(b) voluntary
-
77% offer and employers
contribute to a 401(k), 403(b), or
457 plan.
23% offer a defined benefit
pension plan and 22% offer a
profit-sharing plan.
77% match employee
contributions for 401(k) and
403(b) plans. 44% provide 100%
match and 35% provide 50%
match
94% offer a 401(k) or
similar – 403(b), and 457s
63% provide a match
Paid Time Off 5 days upon hire
Accrued based on years of
county service
Combined PTO Median – 20 days
Vacation Time Median – 15 days
Sick Time Median – 6 days
100% provide vacation
leave, 98% provide sick
leave, and 41% provide
combined PTO
Holidays 14 days Median – 8 days 98% provide paid holidays
Flexible Scheduling
and Remote Work
Fully remote or hybrid
options are available to
most staff dependent upon
job duties and home office
capabilities.
84% offer flexible working hours
and 79% offer telework
41% provide hybrid work
opportunities for most
employees
Paid Family Leave Six weeks of paid leave at
100% of salary
64% offer paid maternity or
paternity leave
39% offer paid parental
leave above federal FMLA
Tuition Assistance Offer up to $4,200 per year
in pursuit of a degree at an
accredited institution
61% offer and contribute to an
education assistance program
65% offer tuition
assistance
14% assist with loan
repayment
EAP and Wellness EAP and Oakfit Wellness
Program
Information not available 96% offer this benefit
Child care Offer child care on the main
campus
7.5% offer and contribute and
17% offer and do not contribute
6% offer subsidized child
care and 10% offer non-
subsidized
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
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IMPACT OF RECOMMENDED RANGES
When adopting these recommendations, there may be questions about what to do with employees whose
current salary falls outside of the range – either above or below. For employees whose salary will fall below the
newly adopted range, HRM strongly suggests that these individuals be moved to at least the minimum of the
newly adopted pay range.
Positions that are currently paid within the range, even if the range increases, should be maintained as-is until
the annual performance review and merit and/or cost of living increases are considered. For these employees,
the County/WRC may also consider where they fall in the new range as compared with the “Continuum of Job
Mastery” graphic and description on page 18.
Once changes are adopted, consideration should be given to address any long-serving employees or those with
considerable experience who have pay levels below the range midpoint. Individual performance should guide
decisions regarding pay adjustments. It is advisable to suspend pay increases for employees with performance
concerns, even those below the newly adopted salary range, until the issues are resolved.
Even with salary range increases, the County/WRC may have employees with salaries above range maximums.
This is not uncommon for long-serving staff or positions that are difficult to recruit and/or retain. Additionally,
employees who are asked to take on a heavier workload may warrant placement at the higher end of the pay
scale, and over time, may exceed the maximum of their established range.
With regard to employees above the salary range, HRM strongly cautions against reducing pay or otherwise
penalizing an employee with a salary level above the recommended maximum. This can be counter-productive
and devastating to morale and the overall success of a pay program. Rather, “grandfathering” these employees
or increasing salaries at a slower pace are more constructive approaches.
A more progressive approach to addressing employees who have reached the maximum of their pay range, is to
offer a merit bonus rather than a pay increase. This bonus would be tied to performance to recognize outstanding
service. This can be done by offering up to a maximum amount, such as a flat dollar amount, or percentage of
pay based on the employee’s level of performance. This type of program positions the County/WRC to recruit,
retain, and reward top talent to serve its public. Keep in mind, however, that a strong performance evaluation
tool and process should be in place, used accurately, reliably, and consistently, and the organization itself must
have a culture that would support such an approach to pay.
IMPLEMENTING RECOMMENDED RANGES
In determining its compensation policy, organizations have much to consider. For example:
• Some organizations strive to lead the market in either pay or benefits, or both. Others utilize below-
average compensation programs which may result in short-term savings; however, that is often offset by
the high cost of turnover and the indirect costs of poor morale, inconsistent customer service, and overall
compromised operational performance.
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Oakland County WRC
June 23, 2023
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• Most organizations seek a middle ground, establishing market competitive compensation programs that
are fair to employees and fiscally responsible.
• Benefits may influence the stance an employer takes relative to the market. Depending on organizational
priorities, some employers maintain employee wages low in relation to the market while maintaining a
relatively generous benefit program, or vice versa.
• In moving employees through pay ranges, compensation systems ideally incorporate performance in
some way.
• Staffing levels and organizational structures can influence the position an employer takes relative to the
competitive market. Where employees are asked to do more with less, an organization may be inclined
to meet or even exceed the market with regard to pay, benefits or both.
In considering how pay ranges might be utilized over time, job mastery and performance history are important
factors that may guide upward adjustments for employees. The continuum provided in Chart 1 illustrates how
compensation levels within the recommended ranges may be considered with regard to job knowledge and
performance.
Chart 1: Continuum of Job Mastery
Newer employees who are not yet functioning on a completely independent level, or employees who are not
meeting performance standards, may be appropriately placed at or near the range minimum. Over time, training
and experience on the job will typically lead to competency for most employees. These employees will likely fall
somewhere in the middle of their range, near the midpoint. An employee with complete mastery of their position
and a history of exceptional performance may command a salary toward the top of their range near the
recommended maximum.
Range Options
There are a few popular options for pay range administration, including a traditional step system, an open range,
or a combined approach.
Traditional Step System
A traditional step system simply breaks a pay range into increments. In a system with ranges that are 30% wide,
nine steps are typical and provide for increments of about 3% to 3.75% between steps.
Range
Minimum Range Midpoint Range
Maximum
New to the job, still
learning position or has
performance issues
Has complete job knowledge
and meets expectations in
terms of job performance
Has complete mastery of
the position and is an
exemplary performer
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
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In a traditional step system, pay increases are awarded based on time on the job, conditioned upon satisfactory
performance (i.e., move from step 1 to step 2 after one year on the job with a satisfactory or better performance
review).
Open Range System
Some employers prefer to use a percentage-based, open range approach to progressing employees through their
ranges. Under this plan, a set percentage is used for employees’ annual pay increases. This provides the most
flexibility to the employer, or maximum discretion.
Combined System
A combined system uses both formal steps and a flexible, open range. With this method, step increases based
on longevity are utilized initially (provided the employee is evaluated at a minimum level of satisfaction) with
merit-based progression after a certain tenure level is achieved. This combined system recognizes the "learning
curve" found in early years of employment and focuses on performance once longer tenure and associated job
mastery is achieved.
System Administration
Oakland County has a system established for moving employees through pay ranges over time. As outlined
above, there are many methods for progressing employees through a pay range; for example, time on the job
(longevity), merit or performance-based pay, or some combination of the two.
Many employers are interested in linking pay to performance. To succeed in implementing a merit pay
environment, there must be an exceptional performance evaluation tool in place that is used accurately and
reliably, and the organization itself must have a culture that would support such an approach to pay. With those
two linchpins in place, the employer then must have the financial resources to support the pay for performance
program.
Well-designed and properly administered pay-for-performance programs that are tied closely to overarching
organizational missions, goals, and objectives, can add substantial value to an organization. However, pay for
performance is not a cost-of-living adjustment. Cost of living is something that should be applied to the pay
system at-large. Individual performance rewards are separate and distinct from that and lose their impact and
credibility when overlapped with other types of adjustments.
When considering performance rewards, an organization can utilize either a performance increase that becomes
part of an employee’s annual pay; or a one-time reward that does not automatically renew each year. The reward
that becomes part of regular pay is typically in recognition of sustained exceptional performance, assuming
additional duties, achieving additional education or training, etc. The non-renewable reward is usually associated
with achievement of specific goals or in recognition of a special project or some other finite accomplishment.
Some systems incorporate both types of rewards to accommodate varying circumstances.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
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Should the County incorporate pay-for-performance tied to performance evaluation, careful consideration will
need to be given to whether rewards are integrated into base pay or treated as a bonus subject to renewal, or
some combination of the two.
Placing New Employees Within Established Ranges
To preserve internal equity, original appointment to any position would ideally be made at the minimum rate of
the suggested pay range. Advancement could then proceed through successive increases as prescribed in the
County’s compensation policy.
However, each new hire will inevitably be unique, and may in fact represent a situation in which greater
experience and expertise are objectives in recruitment. The labor market may also dictate the need to offer a
higher salary. Therefore, new hires should be assessed individually and placed at a range level consistent with
County/WRC needs and market demands.
Maintaining the System Over Time
A classification and compensation program, once designed and implemented, is not self-sustaining. It needs
proper maintenance to continue to serve its purpose. Maintaining the program requires reviewing, adjusting,
and controlling both the classification and salary structures so they continue to be effective.
The County/WRC should determine the standard process that will be used to maintain the classification plan
going forward. For example, how will changes to job descriptions be handled? How will new positions be placed
within the system? Who will review requests and what appeals mechanism, if any, will be provided?
The County/WRC should carefully consider its options and lay out the methodology best suited to its needs and
culture.
Classifying New Positions
As a result of reorganization, new programs, or changes in management procedures, new jobs may be
established, and the complexity of existing jobs may change. To maintain internal equity and the usefulness of
the pay system, the following procedures are recommended:
1. For new positions, a standard job analysis questionnaire should be used to define the particular duties,
responsibilities, and requirements of the position.
2. A current and accurate job description should then be developed.
3. The position should be evaluated based on the point factor plan. This approach ensures internal equity
for the new position in terms of skill, effort, responsibility and working conditions as compared to existing
positions.
4. Verification of market pay rates through collection of data from national and statewide surveys and/or a
customized survey, will validate the appropriate pay rate for a new position.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
21
Updating the Compensation Plan
Economic conditions, the availability of people, and the prevailing labor market rates will all impact salary
structures. To accurately reflect the labor market, it is recommended that the compensation plan be reviewed
and adjusted annually, or at minimum every other year. When making adjustments to the overall system,
consideration should be given to local economic factors and the posture the organization chooses to take relative
to the labor market. Not considering these factors on a regular basis will result in the County/WRC falling below
the cost of living index and market wages and, therefore, impact their ability to recruit and retain high quality
talent.
In this sense, pay adjustments are a two-step process. The first is a general adjustment of the entire pay system
to reflect inflationary or cost-of-living increases. And the second is individual level adjustments based on
performance, longevity, or whatever measures the County/WRC choose to reflect its compensation philosophy.
Various sources exist for inflation figures, cost-of-living estimates, and other economic indicators such as the
Consumer Price Index (CPI). One of these could be applied to the compensation structures provided within this
report to make the annual cost-of-living adjustment.
When making annual adjustments to the overall system, consideration should be given to local economic factors
and the posture the organization chooses to take relative to the labor market. Additionally, it is recommended
that the County/WRC complete a full classification and compensation study every three to five years to check
the adequacy of present pay rates and internal ranking of jobs. In doing so, the County/WRC will help validate its
continued competitive position in the market.
In devising a pay and benefits system, an employer is well-served to consider its mission and organizational goals
and align its compensation policy accordingly. The data and objective analysis provided within this report will
help position the Oakland County WRC for these important policy considerations.
Summary Report – Compensation Analysis
Oakland County WRC
June 23, 2023
22
APPENDIX
National Data Sources Utilized for the Study
American Society of Civil Engineers
2022 ASCE Civil Engineering Salary Report
The American Society of Civil Engineers represents more than 150,000 members of the civil engineering
profession in 177 countries. Founded in 1852, ASCE is the nation’s oldest engineering society. ASCE stands at
the forefront of a profession that plans, designs, constructs, and operates society’s economic and social engine
– the built environment – while protecting and restoring the natural environment.
Through the expertise of its active membership, ASCE is a leading provider of technical and professional
conferences and continuing education, the world’s largest publisher of civil engineering content, and an
authoritative source for codes and standards that protect the public.
The Executive Summary and access to the raw data via online portal can be made available upon request.
American Water Works Association
2022 AWWA Compensation Survey – Large Water and Wastewater Utilities Serving Populations above
100,000
The American Water Works Association is an international, nonprofit, scientific and educational society
dedicated to providing total water solutions assuring the effective management of water. Founded in 1881, the
Association is the largest organization of water supply professionals in the world.
Their membership includes over 4,300 utilities that supply roughly 80 percent of the nation’s drinking water
and treat almost half of the nation’s wastewater. The 51,000 total members represent the full spectrum of the
water community: public water and wastewater systems, environmental advocates, scientists, academicians,
and others who hold a genuine interest in water, our most important resource.
The full survey summary can be made available upon request.
Regional Data Sources Utilized for the Study
Oakland County Road Commission
The Segal Group, Inc conducted a compensation study in 2022 for the Oakland County Road Commission and
published the results in March 2023. Sixteen organizations were surveyed as well as three additional published
data sources. The results of this study, including those surveyed, can be made available upon request.
Private Engineering Firms #1 and #2
Two private engineering firms located in southeast Michigan provided salary information for this study. In order
to protect their information, they are referred to as Engineering Firm #1 and Engineering Firm #2. Both firms
operate in Michigan as well as nationally and internationally and are viewed as competitors for talent.