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MAPS Group

MAPS Group. Since 1983 Services Class & Pay Studies Personnel Policy development Council & Staff Retreats Management & Supervisory Training Team Building Performance Evaluation. MAPS Group. Services Assessment Center Selection Process Design Organizational Development

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MAPS Group

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  1. MAPS Group • Since 1983 • Services • Class & Pay Studies • Personnel Policy development • Council & Staff Retreats • Management & Supervisory Training • Team Building • Performance Evaluation

  2. MAPS Group • Services • Assessment Center • Selection Process Design • Organizational Development • Personnel Officer Circuit Rider

  3. Municipalities Apex Clayton Goldsboro Pine Knoll Shores Morganton Roxboro Rutherfordton Washington Counties Bertie Burke Dare Harnett Orange Person Transylvania Vance Clients Include

  4. Other Agencies NCLM Institute of Government RDU Airport Triangle J COG Mid-east Commission Non-Profits Kerr Tar Regional Council of Governments Smithfield Housing Authority Laurinburg Housing Authority Clients Include

  5. Why Have Class & Pay Plan & Update it? • Recruit & Retain Employees • Internal Equity • Equal Pay for Equal Work • Maximize Cost Effectiveness • Defensible System

  6. Classification & Range Revisions • Why Do Studies? • Jobs Change • New Technology & Regulations • New Services & Reorganization • Market Changes at different rates for different jobs (not just cola) • Study updates and adjusts both classification and salary range

  7. Identify Need (jobs & market changes) Employee Orientation Questionnaires Interviews Analysis Salary Survey Complete Analysis & Write Report Report Draft Review Finalize Report Present to Board Steps in Class\Pay Study

  8. Methodology: Position Classification - Terminology • Classification • Position • Class Specification • Employee

  9. These are not classification factors: • Volume of Work • Length of Service • Employee Qualifications • Employee Work Performance • Importance of the Job

  10. Classification Factors • Difficulty, Complexity & Variety of Work • Public Contact • Education & Experience Requirements • Work Environment & Hazards • Physical Effort • Supervision Given • Supervision Received

  11. Compensation System Components • Class & Range Revisions • Annual Market Adjustment • Range Movement (Merit / Performance Pay) • Longevity Pay

  12. I. Class and Market Changes • Jobs change: • Reorganizations • New services • New technology • New regulations • Market Changes at different rate for different jobs • Study updates classifications and market

  13. II. Annual Market Adjustment • Cost of Living • Includes • Consumer Price Index (CPI) • Cost of Living in the local area • Moves hiring rate and maximum so the plan stays competitive • Helps avoid the cost of turnover (estimated at 66% to 125% of annual salary by US Chamber of Commerce)

  14. III. Range Movement/ Merit/Performance Pay • Purpose • Reward High Performance • Move Salaries Up Through the Range • Trend • More Local Jurisdictions emphasizing pay for performance • More emphasis on valid performance evaluation, training supervisors, and focusing on improvement, not just judging performance

  15. IV. Longevity Pay • Rewards & Recognizes Employees Length of Service • Lump Sum • Fourth Priority in Pay Plan based on organizational impact • Merit / Performance - versus Seniority • Trend • Set Dollar vs Percentage

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