In a 3-2 vote Tuesday, the Sherburne County Board decided not to move ahead with a change in classification and compensation for its non-union employees.

 

After a study that began last year, last month, Ann Antonsen of Springsted, Inc. presented the board with a plan to implement a new pay system designed to ensure that positions comparable to one another within the county based on their job responsibilities and job requirements were compensated at a level that is consistent  across the county.

 

The plan, which used a 95% market comparison to 12 other counties, showed minimum salaries for county employees were 11.76% below market average. Midpoint salaries were 9.97% below the market average and  maximum salaries were 8.45% below market average. In the past, the county had used a 90% market comparison when setting pay.

 

If the county decided go ahead with Springsted’s recommendation, 119 employees would be below their minimum range and 21 would be above their maximum pay range.

 

Tuesday. Human Resources Director Tammy Bigelow explained how the county would deal with those discrepancies.

 

“Employees that are currently at a wage that is lower than the proposed minimum would be brought to the new minimum on Jan. 1, 2016, and then would resume their pay increases based on their anniversary date, as they do now,” she said.

 

“Employees who are at a wage that is currently above the proposed maximum would be frozen until the salary table catches up with that employee.”

 

But Commissioner Rachel Leonard said she wasn’t in favor of the new plan.

 

“When we took this on, we assumed 90% because it’s been a tradition,” she said. “I guess I personally think it should be that. I would like to consider 90%”.

 

Commissioner Bruce Anderson agreed. He referred to all the employees in the board room at the time as he spoke about how everyone - union and non-union, should be treated equally. He felt there should be more discussions with employees before changing the system.

 

“I’m not going to support any of this today,” he said.

 

Commissioner Felix Schmiesing told Leonard that the 90% comparison would mean many more employees would have their wages frozen.

 

“I think we should stick with what we started with” she responded. “I value our employees very much, but I think they get a fair rate. We pay them well. We have good retention, and that speaks well for us.”

 

Schmiesing also asked about the effect of the new system on union employees.

 

“If we vote in support of this and then we’re unable to negotiate a settlement with our unions, where does that put us?” he asked.

 

Bigelow said the county board could modify its decision if they choose. 

 

“But the question will be at that time if that’s the best thing to do,” she said.

 

She said negotiations are a lot of give and take.

 

“Perhaps with non-union, they may have more compensation and maybe less benefits,” she said. “Perhaps the union is just the opposite.”

 

Administrator Steve Taylor said staff has met with some union business to discuss the same framework.

 

“Generally, there has been positive feedback in terms of multi-year contract opportunities,” he said “Generally.”

 

Commissioner Ewald Petersen mad a motion to approve the recommendation and Commissioner Schmiesing seconded the motion.

 

They voted in favor. Commissioners Leonard, Anderson and John Riebel voted against.

 

“Where does that leave us?” asked Schmiesing.

 

“We’ll have to strategize internally, and speak with the unions,” said Taylor, “and see if we can come forward with, hopefully, some consistent policy. But if not, we’ll recommend the next best case scenario.”

 

The board tabled two other related issues until nest week’s meeting: a pay performance compensation plan and the employee cafeteria plan benefit contribution for 2016.