Our Compensation Topic link, located on left navigation bar, provides information about the Pay & Classification function.

The Pay and Classification Division is responsible for maintaining the integrity of our classification system and market competitiveness within our pay plans. This requires on-going efforts to audit and review individual positions as well as job “families” (cyclic reviews which are conducted for specific classifications groups every 3-5 years). As part of this effort, Pay and Classification has historically completed a thorough and detailed Annual Market Survey and report. Design, revisions and establishment of a competitive and equitable pay plan and attendant merit guidelines is the final step in the production of the Market Survey. After Market Survey recommendations are made and accepted by the Human Resources Director, the Appointing Authorities, EAC and the Personnel Board, and Budget is approved, any changes to the pay plan become effective the following fiscal year.

Establishment of Career Ladders is also a responsibility for Pay and Classification. Whether the recommendation is made as part of a completed review, or at the request of a department, Pay and Classification staff work with the department to determine whether a career ladder is the proper path for the position.

Other responsibilities of the division include assisting departments with reorganization efforts, researching or responding to requests for Fair Labor Standards Act (FLSA) information, and generating special reports. In addition to special reports on salary data or compensation practices, we also respond to requests from customers and users throughout the county for specifically detailed data.

Phone: 464-5410 / Fax: 464-3876


Other Resources:
Your Benefits and Compensation
a monthly column in The Pen Newsletter covering Benefit & Compensation topics

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