Why are we doing a classification and compensation study?

The County’s compensation and classification plan has not been evaluated since 2002. It is a best practice for organizations to routinely validate and assess their classification and compensation programs. Appropriate compensation and classification alignment enhances employee engagement and satisfaction, and helps to attract and retain a diverse, highly qualified workforce. Conducting this study may also address other challenges the County sometimes experiences such as overlap, pay inversion and compression.

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1. What is “total compensation”?
2. Why are we doing a classification and compensation study?
3. What is benchmarking?
4. Will all positions be benchmarked?
5. With whom will the jobs be benchmarked to?
6. How will the consultants account for geographical differences in the market?
7. What is the difference between cost of labor and the cost of living?
8. Will the study result in changes in my classification or pay?
9. Will my health benefits change?
10. Isn’t this just a way to save money and pay me less?
11. Why are represented employees included?
12. When was the last time a study like this was done?
13. Are elected officials included in this study?
14. How many job classes do we currently have?
15. How do we currently decide where/how a job is classified?
16. Does the County Council have to approve any changes or is this up to the Executive?
17. How much are we paying for this?
18. I’m a manager. How much of my time will be needed for this?
19. The last time we did a study, we did not implement any of the results. Are we doing all this work just to end up with the same outcome?
20. What jobs will be included in the study?
21. Are probationary employees eligible to fill out a PDQ?