§ 86-105. Maintenance of plan.

(a)

The human resources director at the direction of the county manager shall make comparative studies of salaries paid and related pay practices of a sampling of public and private employees in the various labor markets in which county employees are recruited. The human resources director shall utilize the information in the evaluation of assignments of classes to pay ranges and in proposing amendments to the salary schedules.

(b)

Factors relevant in maintaining a sound, fair and equitable compensation plan include ranges of pay in other classes, prevailing rates of pay for similar employment in both public and private organizations in the labor markets from which merit system employees are recruited, cost-of-living factors, other benefits received by employees, the financial and economic considerations existing, and the ability to recruit and retain qualified personnel.

(c)

An employee who believes that his position has been incorrectly classified or reclassified may request review of the classification or reclassification by the human resources director.

(Ord. No. 81-19, § 4.05, 9-3-81; Ord. No. 2016-20, § I, 12-15-16; Ord. No. 2017-27, § I, 11-16-17)