County will update, continue merit plan
Eight Marion County department heads met with Marion County Commission Monday to discuss updating the county's job position and merit plan.
The commission approved an approximate $3,000 expenditure for updating and continuing the popular job classification program.
County clerk Carol Maggard opened the discussion and said the consensus of the department heads was to update the descriptions, reclassify the positions, and implement merit raises.
The plan had not been updated in five years, Maggard said.
The Kansas League of Municipalities would provide the assistance to update the plan and compare jobs and pay with counties of similar size.
The basic cost would be $2,500 to update plan plus $175 per day plus mileage for additional assistance. Maggard said two days probably would be necessary to complete the updating.
Department heads will review job descriptions within their department and make necessary changes. The updated job descriptions would be sent to the league for revisions and suggestions.
The commission would review the revised job descriptions. A revision of the county's pay scale would be completed by comparing Marion County with other counties based on tax evaluations and population, Maggard said.
The county's classification committee, comprised of county employees, would meet and make point adjustments per the job descriptions. The league would provide a salary spreadsheet. The commission would then review.
At one time, all county employees were within 90 percent of the median pay scale. Maggard said the department heads want to make sure their employees are still being paid within that range.
"The time line is short but there is enough time to do this in time for the 2005 budget," Maggard said.
Commission chairman said he would like to see the four percent pay increase funds be evenly divided among the departments, dependent on the number of employees.
Dianna Carter-Frantz, county appraiser, said there were some irregularities in the ratings of the various job descriptions. She used the position of office manager as an example stating there was a broad range of pay for the managers.
Carter-Frantz also pointed out when new descriptions have been made, it costs the county $125 per description to have the league review and advise.
Michele Abbott-Becker, county emergency director of communications and emergency management, said she was concerned when individuals were hired who weren't qualified.
Maggard said money will be saved because her office staff will compile job descriptions for the league.
David Brazil, county zoning administrator, environment health director, and transfer station manager, said the program was a good incentive for employees. He suggested annual training for department heads and members of the classification committee.
Wetta said he would be in favor of annual training and would like the league to check for "fairness."
Maggard said the classification committee was county personnel and the members were rotated. She then asked the commission to commit to a four percent pay increase for employees.
Wetta said they could not commit yet.
Maggard suggested using some of the Blue Cross/Blue Shield refund money. Earlier in the commission meeting, the commission decided to reimburse county employees who pay for family insurance and individual and county dental plans some of their expense.
The remainder of the refund would go to the county's general fund. Department heads suggested those funds be used for merit raises. The commission said they would take that under advisement.
