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Ms. Deeb then continued the presentation, explaining that the model produces an equation that will predict pay, and it is based on point prediction, market data and internal evaluation. They have found that job knowledge has most weight in this organization and has the greatest impact on what a job is worth. Ms. Deeb advised that when they finish the statistical model, then they will know, for instance, Level 12 is worth so many points, Level 11 is worth so many, etc. You end up with a hierarchy of points from the highest down to the lowest and then you build structures and ranges around that. The range gives you the opportunity to look at individual characteristics as opposed to just job characteristics. They have developed four different structures - Administrative - Exempt - Non -Exempt - Labor. Ms. Deeb at this point handed out copies of the Classifica- tion Plan they have developed, which spells out the actual points and pay for the specific jobs. Chairman Scurlock stated that before we actually get into all that, he wished to know what the philosophy of Indian River County was. Ms. Deeb answered that the pay philosophy was to pay at approximately the 50% percentile - not higher or lower than the market. The Chairman noted that they are saying "county philosophy," and since the five Commissioners were not involved, he believed this actually is Mr. Balczun's and Mr. Blankenship's philosophy. Administrator Balczun agreed it is'the administrative philosophy and confirmed, for the record, that the Commissioners did not interfere and suggest to him what the proper organiza- tional philosophy should be. Discussion ensued as to the fact that when this is presented to the public as• county philosophy, this will come back at the Board members and it should be made clear that it is the county's administrative policy. 10 APR 2 1 1988 BOOK 72 PACE 143