HomeMy WebLinkAboutResolutions - 2026.08.13 - 43081
AGENDA ITEM: Implementing the Salary Administration Plan 3rd Quarterly Report for FY 2026
DEPARTMENT: Human Resources
MEETING: Board of Commissioners
DATE: Thursday, August 13, 2026 9:30 AM - Click to View Agenda
ITEM SUMMARY SHEET
COMMITTEE REPORT TO BOARD
Resolution #2026-6845
Motion to authorize the implementation of the Salary Administration Plan 3rd Quarterly Report for FY
2026, effective August 22, 2026; further, change classifications according to the attached Schedule
B; further, change the salary grade of classifications according to the attached Schedule C; further,
reclassify positions according to the attached Schedule D; further, amend the FY 2026-2028 Budget
as detailed in the attached Schedule A - Budget Amendment.
ITEM CATEGORY SPONSORED BY
HR Quarterly Report Brendan Johnson
INTRODUCTION AND BACKGROUND
Merit Rule 2 provides a process for departments and employees to request a review of the salary
grade placement of classifications. The 3rd Quarterly Report for FY 2026 identifies the job studies
conducted and the salary grade changes recommended by the Human Resources Department from
April 2026 through June 2026. This Quarterly Report seeks approval to change the following:
• Change the salary grade of one classification in the Performance Management division of the
County Executive department, which affects one position.
POLICY ANALYSIS
The FY 2026 3rd Quarterly Report reflects the following classification change recommended by
Human Resources as a result of job studies that were conducted from April 2026 through June
2026.
Salary Grade Change of One Classification Impacting One Position:
• County Executive/Performance Management - increase the salary grade of the Performance
Management Data Analyst from 113 to 117
NOTE: the attached Schedule C reflects the factor and salary grade changes for each position with
an explanation. Factors are considered utilizing software, which uses hidden weighted Point Factors
to ensure integrity and prevent manipulation, with salary grade decisions based solely on job duties
and compensation team expertise.
Fiscal Impact
This budget amendment reallocates General Fund appropriations by reducing the Classification and
Rate Change line in the Non-Departmental Department to fund Salary and Fringe Benefits
Adjustments in the Performance Management Division of the County Executive Department. As
shown in Schedule A, the amendment is budget neutral, with no net change to Total Expenditures
for FY 2026.
The Non-Departmental Classification and Rate Change is currently $350,169. With this request, the
balance will be reduced by $1,661, resulting in a balance of $348,508.
FISCAL IMPACT: Budget Amendment Attached
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
Hailey Matthews, Human Resources Analyst - Senior
Heather Mason, Manager Human Resources
ITEM REVIEW TRACKING
Aaron Snover, Board of Commissioners Created/Initiated - 8/13/2026
AGENDA DEADLINE: 07/30/2026 4:30 PM
ATTACHMENTS
1. HR - 2026-6845 Salary Administration Plan FY2026 Q3 Report - Schedule A
2. 3rd 2026 SCHEDULE B - Classification Changes
3. 3rd 2026 SCHEDULE C - Factor Changes
4. 3rd 2026 SCHEDULE D - Biweekly Increases
COMMITTEE TRACKING
2026-08-05 Legislative Affairs & Government Operations - Recommend to Board
2026-08-13 Full Board - Adopt
Motioned by: Commissioner Penny Luebs
Seconded by: Commissioner Robert Hoffman
Yes: Charles Cavell, Ann Erickson Gault, Marcia Gershenson, Robert Hoffman, Brendan
Johnson, Karen Joliat, Christine Long, Penny Luebs, Gwen Markham, William Miller III, Kristen
Nelson, Robert Smiley, Yolanda Smith Charles, Michael Spisz, Linnie Taylor, David Woodward
(16)
No: None (0)
Abstain: None (0)
Absent: Michael Gingell, Philip Weipert (2)
Passed
Oakland County, Michigan
Human Resources - 2026-6845 Implementing the Salary Administration Plan 3rd Quarterly Report for FY 2026
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 2026
Amendment
FY 2027
Amendment
FY 2028
Amendment
E General Fund Non Departmental Transfers FND10100 CCN9090101 SC740037 PRG196030 740000 Classification and Rate Change $(1,661.00)$(15,562.00)$(20,225.00)
E General Fund Performance Management FND10100 CCN1011001 SC702010 PRG181000 702000 Salaries Regular 1,247.00 11,691.00 15,194.00
E General Fund Performance Management FND10100 CCN1011001 SC722900 PRG181000 722000 Fringe Benefits Adjustments 414.00 3,871.00 5,031.00
Total Expenditures $-$-$-
OAKLAND COUNTY HUMAN RESOURCES DEPARTMENT
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2026
SCHEDULE B – CLASSIFICATION CHANGES
PROPOSED
County Executive / Performance
Management Performance Management Data Analyst 117 Increasing the salary grade from 113 to 117.
OAKLAND COUNTY
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2026
SCHEDULE C – FACTOR & SALARY GRADE CHANGES
Department/Division Classification Explanation of Factor Changes
County Executive /
Performance
Management
Performance
Management Data
Analyst
113 117
Increase
responsible for coordinating or determining time, place or sequence of operations or activities based on
analysis of data or information and may implement and report on operations and activities.
Increase Factor 3, People Responsibility, from level 3 to 5 to accurately reflect that this classification
persuades or influences others in favor of a service, point of view, or course of action.
Increase Factor 4, Asset Responsibility, from level 1 to 2 to accurately reflect that this classification has some
responsibility for achieving minor economies and/or preventing minor losses.
Increase Factor 8, Communications Requirements, from level 5 to 6 to accurately reflect that this
classification is responsible for reading professional literature and technical manuals; speaking to groups of
employees, other public and private groups; writing manuals and complex reports.
Increase Factor 9, Judgement Responsibility, from level 2 to 3 to accurately reflect that this classification is
responsible for guiding others, requiring frequent decisions, affecting the individual, co-workers, and others
who depend on the service or product.
Increase Factor 10, Complexity of Work, from level 4 to 5 to accurately reflect that this classification performs
coordinating work involving guidelines and rules, with constant problem solving; requires continuous, close
attention for accurate results or frequent exposure to unusual pressures.
Increase Factor 11, Impact of Errors, from level 3 to 5 to accurately reflect that the impact of errors is serious
– affects most units in the department and may affect other County departments/functions or citizens.
Increase Factor 12, Physical Demands, from level 1 to 2 to accurately reflect that this classification 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.
Increase Factor 13, Equipment Usage, from level 3 to 4 to accurately reflect that this classification leads and
operates complex software, programming custom applications, or the application of custom or commercial
financial/accounting, administrative, legal, medical/dental/scientific, or other complex software or systems.
Increase Factor 15, Safety of Others, from level 1 to 2 to accurately reflect that this classification requires
some responsibility for safety and health of others and/or for occasional enforcement of the standards of
public safety or health. This classification has access to sensitive information and data through the
performance management system including raw non-public departmental data that is used for KPI reporting.
Biweekly
P00015564 GF Performance Management Data Analyst UNI 113 84 2,546.10 Performance Management Data Analyst UNI 117 72 2,982.64 436.54 17%
Illustrative Cost - Annual GF 11,350
Change
SALARY ADMINISTRATION THIRD QUARTERLY REPORT FOR FY2026
SCHEDULE D - POSITION CHANGES & ILLUSTRATIVE COST