5/22/1990 - Laserfiche WebLink

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MAY 2 21990 BOOK 80 PnE 156 Commissioner Scurlock asked if this is applicable to manage- ment employees as well, and Administrator Chandler advised that those who aren't included are himself, the County Attorney, and the Fire District personnel. Commissioner Scurlock noted that one of his concerns is that 50 of $100,000 is a lot more than 50 of $10,000, and, therefore, those who are paid higher move ahead faster and it widens the spread. Administrator Chandler emphasized that is why he is trying to differentiate between a progression plan and an annual adjust- ment, which picks up the entire range and is aimed more at keeping us competitive. Commissioner Scurlock asked how long it takes to get from the bottom to the top of the range under the proposed plan. Administrator Chandler stated 6 to 7 years. Generally in most structured plans, you get to the top in 4115 years. Commissioner Scurlock wished to know how this fits in with the County Attorney who has a contractual relationship, and the Administrator explained that this plan would not be appl.icable to him or the County Attorney as they both have contracts. Commissioner Scurlock felt that we pay our administrative people pretty well and have made a concentrated effort to do so, and when you look at the department head level, you don't see the same kind of turn -over. Most of them have been here quite a few years, and they would get a considerable increase while a mid range would not get much, which concerns him. Administrator Chandler advised that if you are going to look at a differential for our management employees, you should look at that at the time of the annual adjustment when you are looking at the competitiveness of your ranges. He agreed that we have not had turn over in the department heads, but noted that we have had some difficulty in recruiting management level employees where you are competing for various type engineers and semi- professionals and must compete with a much larger market area. 24