CLASSIFICATION COMPENSATION ANALYSIS 2017 Project Proposal Department of

CLASSIFICATION & COMPENSATION ANALYSIS 2017 Project Proposal Department of Human Resources Henry County, GA

RELEVANT QUESTIONS & ANSWERS • What is a Classification and Compensation analysis? • This is a multi-phase project whose goals are to appropriately align job descriptions with employee roles and responsibilities, format an equitable and consistent classification and compensation structure, and conduct a market comparison of similar jobs for recruitment, planning and retention purposes. • Phases include current system and equity review, job and market analysis, findings and recommendations, and implementation, and was last completed over 10 years ago. 2

RELEVANT QUESTIONS & ANSWERS • Why conduct a Classification and Compensation analysis? The analysis will enhance the county’s ability to recruit and retain a quality workforce, starting with clear and carefully developed job descriptions, which accurately reflect the scope of work for every classification. • The analysis will help us become a more consistent, efficient, effective organization with logically constructed job classes where positions build upon each other in career ladders, with a phased-in process for implementing recommendations. • Roles and responsibilities of employees, needed skill sets, and working conditions change over time with technological and organizational advances, and all should be periodically reviewed to stay current. • 3

PROJECT OBJECTIVES • Strengthen the County’s ability to recruit and retain qualified workers • Develop a consistent pathway for internal equity • Analyze growth strategies and identify organizational need • Solicit input from all levels to maximize employee involvement • Utilize a market-based comparison for planning, and establish a consistent classification plan 4

STRATEGIES FOR SUCCESS The class and comp analysis will put the County in position to: • Strengthen the ability to recruit and retain qualified workers • Establish a strategy for addressing movement through the classification structure • Provide training and education for Human Resources and key leadership, in order to establish and maintain equity in classification and compensation • Utilize internal and market-based comparisons, and allow the opportunity to phase-in implementation over time 5

PROJECT SCOPE • Provide classification and compensation analysis for approximately 1, 164 positions and 518 job titles; anticipate project completion in 10 -12 months. • Provide analysis and job evaluation process for public and non-public safety positions. • Provide internal and market-based comparisons and appropriate implementation options. • Establish equitable pay recommendations, guidelines for phasing-in the plan over time. • Provide training and follow-up for ongoing review and maintenance. and 6

QUESTIONS? THANK YOU! Department of Human Resources Henry County, GA