2006-193A. - Laserfiche WebLink

Home Browse Search

train them for the required business function . In addition , professionals will have more intimate knowledge of the specific objectives and goals that they wish to accomplish . As GIS within individual departments grows, it may be found that existing staff cannot handle all of the desired GIS analyses; under these circumstances, the hiring of additional staff should be assessed . 8tPOSition Classes Within each functional area there can be several specific position titles . One effective method is to differentiate position classes within position titles . For example, the general position " GIS Analyst ' can be differentiated into " Senior GIS Analyst ' and " GIS Analyst. " Additionally, there can be two classes of GIS Specialists , such as GIS Specialist I and GIS Specialist II . The reason for creating position classes is two-fold . First, it allows for greater flexibility . As GIS technology grows, and use within the County expands, job responsibilities may change . Position classes will accommodate any changes needed to adapt to changing responsibilities . Second , position classes allow for mobility and career potential . As specific staff members demonstrate initiative and capability , it is advantageous for an organization to offer upward mobility as an incentive to existing staff members to perform well and learn t as much as possible . StSalary Structures - Equitable and consistent salaries for GIS staff and professional staff with GIS skills are important for the success of Indian River County GIS endeavor. Enterprise-wide GIS implementation can only be as successful as the people that supervise and operate it. Attracting and retaining qualified staff are inherently tied to the compensation that the County is willing to provide . It should be noted that public sector GIS salaries traditionally have been less than those obtainable in the private sector; accordingly, every effort must be made to make Indian River County an attractive place to work . Salaries primarily depend on two factors : market conditions and skill sets . Although every organization is unique , the County must ensure that salaries for GIS staff are in line with other organizations of equal size and structure . As aforementioned , it is expected that public sector jobs will offer less compensation than the private sector; however, the difference in compensation cannot be too great if Indian River County expects to hire and retain qualified GIS staff . Different functional areas require positions with varying skill sets. The GIS Director is the most important position to the success of the GIS effort . It requires a broad knowledge of both GIS technical expertise and management skills. Proper compensation for this position should be of the highest priority . Frequent turnover in this position can have disastrous consequences to the overall success of the GIS effort . System Support , Application Development, and Database Support positions require personnel with advanced technical capabilities . These positions require knowledge of hardware specifications , networks, programming , and database administration . These same skills are also easily transferable to the Information Technology sector, where salaries are consistently higher, both in the public and private sector. Salaries for these positions must be reasonably competitive with public sector positions . 2- 10 GIS Needs Assessment and Implementation Plan Chapter 2 - GIS Organizational Structure and Staffing