Laserfiche WebLink
o <br />4 erf • , <br />f <br />-3- <br />D. The forms will be routed through the lines of supervision <br />for comments as to job content by the employee's depart- <br />ment head and supervisor. <br />E. Conduct meetings with each of the department heads to <br />discuss the positions under their supervision. <br />F. Perform job evaluation,field and desk audits of positions, <br />where necessary, to evaluate the various jobs and to deter- <br />mine the type of duties assigned. (The ability'of the in- <br />cumbent to perform the job duties will not be a factor'in <br />the job evaluation or study.) <br />G. Equitably relate each position in the survey and design a <br />Classification Plan tailored to the needs of the County. <br />H. Normal lines of promotion will be maintained or developed <br />during this step in the survey. <br />PHASE II <br />A. After tentative position classifications, class titles <br />and preliminary pay grades have been established by our <br />staff, meet with department heads.to review our alloca- <br />tions. and to verify the accuracy of the information we <br />received in the field. <br />B. In this step, department heads will be furnished alist <br />of the tentative position allocations and class titles <br />within their unit. Co-mments and approval will be requested• <br />-during this step to assure understanding by those who will <br />be involved in the implementation and maintenance of the <br />plan. <br />PHASE III <br />A. Conduct a Comprehensive Wage and Salary Survey in the <br />labor market where the_County recruits for employees. <br />B. Positions will be compared by job content in the local. <br />areafor those occupations which are recutied for <br />locally. For positions where you compete on a regional, <br />statewide or national basis, the needed.wage data will <br />be secured and studied by our staff. <br />C. Wage and benefit data from public and private sector employers <br />will be included to compare salary ranges and prevailing pay <br />scales of positions containing similar types of duties <br />and pay requirements. <br />D. Design a current and competitive Compensation Plan for <br />the occupations contained in the Classification Plan. <br />• I <br />i <br />NOV 1 1978 37 22. 8 <br />