A recent study by an outside research firm has concluded almost 20% of Sherburne County employees should be getting higher wages.

 

Springsted, Inc. was hired by the county late last year to conduct a classification and compensation study on county employee positions.

 

The goal was to review wages and benefits relative to the market and also relative to other positions within the county.

 

Ann Antonsen, VP Consultant with Springsted, said the study was multi-faceted. It was conducted 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. And also that their compensation was consistent with similar positions in other counties.  

 

The study gathered compensation and job qualifications and responsibilities information from Anoka, Benton, Carver, Chisago, Dakota, Hennepin, Isanti, Ramsey, Scott, Stearns, Washington and Wright counties.

 

“We had  meetings with county administration, human resources, the assistant administrator, individual department heads and the steering committee to  gather background information,”  Antonsen told members of the county board last week. “We conducted employee orientation meetings and gave them the opportunity to ask questions.”

 

Springsted collected job descriptions, current job functions and job requirements on 88 positions.

 

“We also  had staff complete a position analysis questionnaire, then did a comprehensive wage and benefit survey by gathering information regarding compensation programs in other organizations, including starting wage,  top wage and current wages,” she said.

 

Using that data, they assigned positions to pay grades and looked at where individual employees fit in.

 

Antonsen said by industry standards, if wages are within 5% above or below market, it is considered to be consistent and competitive with the market.

 

By using a 95% market comparison, the study showed minimum salaries for county employees are 11.76% below market average. Midpoint salaries are 9.97% below the market average and  maximum salaries are 8.45% below market average.

 

The study concluded using the 95% market comparison that 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.

 

If the county decides to implement the plan, bringing those 119 positions to their proper level would add $329,624.26 to the county’s salary budget, which currently stands at $34,679,754.60.

 

Antonsen said Springsted’s recommendation was to adopt the plan.

 

“This gives you a more competitive pay plan for most employees at an internal and external level,” said Antonsen. “It is something that will allow you to recruit and  retain employees not only today, but in the future.”

 

The board didn’t make a decision last week, but will be discussing options in  the upcoming weeks.