Department
Human Resources Management
Requested Action (Identify appropriate Action or Motion, purpose, cost, timeframe, etc.)
title
Request approval to implement recommendations for Phase I of the compensation study involving elected officials and key classifications, conducted by The Segal Company (Eastern States) Inc., d/b/a Segal, effective with the adoption of the 2022 fiscal year budget. The recommendations include, a new compensation model for elected officials comprised of one shared salary range (presented to the Board as Option #1 on October 6, 2021) and a new separate pay plan for key classifications, both of which are based on market data. (APPROVED)
body
Requirement for Board Action (Cite specific Board policy, statute or code requirement)
Fulton County Personnel Policy and Procedure #324-16.
Strategic Priority Area related to this item (If yes, note strategic priority area below)
Open and Responsible Government
Commission Districts Affected
All Districts ☒
District 1 ☐
District 2 ☐
District 3 ☐
District 4 ☐
District 5 ☐
District 6 ☐
Is this a purchasing item?
No
Summary & Background (First sentence includes Agency recommendation. Provide an executive summary of the action that gives an overview of the relevant details for the item.)
Scope of Work: On June 16, 2021 the Board of Commissioners authorized a market compensation study be conducted by Segal, with the overall goal of collecting and analyzing market compensation data in order to recommend necessary adjustments to the current compensation plan, based upon best practices and survey data. Two presentations were put forward to the Board for discussion that explored options and methodology for Phase I of the project, which focused on Elected Officials and Key Classifications.
The recommended option and methodology for elected officials (presented to the Board as Option #1 on October 6, 2021) would create one single shared salary range based on market data, where liked positions are grouped and assigned to specific percentiles in that salary range based on a hierarchical structure. Estimated annual cost increase is $2,259,624.
The recommendation for key classifications (as presented to the Board on October 6, 2021) is to establish a separate pay plan based on market data. Under this plan, it is recommended that placement at various percentiles of the respective salary range be based on the following compensation philosophy: Department Heads and Deputy Department Heads - 75th percentile of salary range; Managers, Supervisors, Technical professionals - 50th percentile of salary range; and all others - 25th percentile of the salary range. This plan for key classifications, based on market salary ranges, aligns with our guiding principles of maintaining internal equity and positioning the County to be a market leader and employer of choice. Estimated annual cost is $5.2MM.
Community Impact: There is no community impact.
Department Recommendation: The Department of Human Resources Management recommends approval.
Project Implications: There are no project implications.
Community Issues/Concerns: There are no community issues or concerns.
Department Issues/Concerns: There are no department issues or concerns.