1. Human Resources Department Bridget Paris, Compensation Specialist Work Session July 7, 2011

2. Pay Plan Adjustments Market Data Employee Increases

3. Market Based Competitive

4. Midpoint Range Minimum Range Maximum 2008 Average Market Compa Ratio of 1.0 = Midpoint Compa Ratio –.988 Voluntary Turnover – 10.33%

5. Compensation Strategies & Options Market Value of a job has changed. Inflation impacting wages and salary. Single point in time. External Merit Reward or recognition for the employees specific work – tied to evaluation date. Progresses employees through the ranges. Internal Adjust Ranges and Employee Pay Pass/Fail merit – flat amount Variable merit based on score Based on range penetration Lump Sum

6. 1% pay increase = $1 million 45% is General Fund Considerations Timing Market External Merit Internal Budget Allocation Methods Building Estimates

7. Market 2008-2011 Occupational Group Total Change in Market from 2008-2011 Range Movement Business Operations3.22%1.61% Community Protection3.01%1.51% Executive3.06%1.53% Health and Human Services 3.21%1.61% Information Technology1.27%.63% Professional2.75%1.38% Resource Management2.63%1.32% All Jobs Together2.78%1.39% To Support our Compensation Philosophy Address EXTERNAL market - 1.5% range movement to All Jobs and increase to the employees to retain current range penetration Address INTERNAL falling Compa Ratio - 1.0% merit increase (pass/fail ) on employees evaluations dates

8. Admin Matters For a FINAL DECISION on July 12, 2011 Decisions Needed: 1. External - Range Movement and/or Increase to employees related to the Range Movement. 2. Internal - Increase to employees – method for providing the increase. Eliminate Probationary Increase