In a 4-1 vote Tuesday, the Sherburne County Board approved the classification and compensation plan for its non-union employees as proposed by the financial research firm, Springsted, Inc.

 

The plan uses a 95% market comparison to 12 other counties to determine the job classifications and pay grades for each non-union employee.

 

The market study by Springsted showed 487 of 627 county employees were within the proper salary range. But 119 employees were below the minimum range for their positions and 21 were above the maximum compensation for their positions.

 

Bringing those 119 positions to their proper level will add $329,624.26 to the county’s salary budget.

 

Last month, the board voted, 3-2 to reject the plan. At that time, Commissioner Rachel Leonard said she felt the county should use the 90% market comparison, which was traditionally the method followed in the past.

 

“I think we should stick with what we started with,” she said last month. “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.”

 

Commissioner Bruce Anderson also objected to the change, saying the switch for non-union employees would affect negotiations with the unions.

 

Tuesday, as the lone voter against the plan, he said he had the same opinion as before.

 

“I would just caution the board on this. I know there’s been a lot of work on both sides and I think things are moving in the direction we want to move,” he said. “But I think if we had our legal counsel here, he’d tell you not to approve this.”

 

Anderson said the fact that the board approved the 95% market comparison means it can’t be used as a point in negotiations with the unions. He said he might approve the plan later, but not now.

 

“There’s a process of give-and-take in negotiations with the bargaining units,” he said. “Now that we’ve given them 95%, it’s off the table. We’ve approved it. It’s no longer a bargaining tool.”

 

“Not that I don’t support getting something done, but in a way both sides can live with,” he said. “This is not a good move.”

 

Human Resources Director Tammy Bigelow said under the implementation plan, the 119 employees currently at a wage below 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.

 

The 21 employees at a wage above the proposed maximum would have their salaries frozen until the salary table catches up with those employees’ wages.