JACKSON COUNTY, MI · The classification and compensation analysis contained in this report has been designed specifically for employees of Jackson County. It encompasses fundamental

Municipal Consulting Services LLC

JACKSON COUNTY, MI

CLASSIFICATION AND COMPENSATION STUDY

FINAL REPORT


April 7, 2016

Mr. Michael Overton

Administrator/Controller

Jackson County

120 West Michigan,

Jackson, MI 49201

Dear Mr. Overton,

We have completed the classification and compensation study for employees of Jackson County.

This final report presents the results of the study as well as the documentation required to

implement and maintain the classification and compensation system on an ongoing basis.

The report is organized in a series of sections and appendices as follows:

Section I: Overview of the classification and compensation study;

Section II: Results of the study and suggestions for implementation;

Section III: Classification and compensation system maintenance;

Section IV: Narrative employee benefits comparison;

Section V: Wages for elected officials and the County Administrator;

Section VI: Pay data for public safety and transportation bargaining units;

Appendix A: Job analysis questionnaire;

Appendix B: Job evaluation plan and rankings;

Appendix C: Market survey and survey results;

Appendix D: Suggested grade and salary structure with additional information;

Appendix E: Summary of employee benefits comparison.

In summary, the study has resulted in a comprehensive pay system for the County’s employees

based on fundamental principles of wage and salary administration. Major tasks in the study

process have included:

Meetings with administration to plan and coordinate the project work plan;

Development of a list of comparable employers with County consensus;

Interviews with department heads and others included in the study;

Development of a market survey and analysis of the resulting survey data;

Analysis of positions to determine internal pay equity as well as external pay parity.

Primary components of the completed report include:

The development of a comprehensive pay grade structure that includes most positions –

(exclusions are included in Sections V and VI) based on an evaluation of internal position

requirements;

Pay ranges that provide a basis for evaluating and possibly modifying the current pay

levels of employees included in the pay grade structure;

5269 Daniel Drive Brighton, MI, 48114 Phone: 734.904.4632 FAX: 260.350.0305

A progression schedule for slotting and moving these employees through pay ranges;

Comparative summary analysis of employee benefits;

Wage and/or salary comparisons for elected officials, the County Administrator and

public safety and transportation bargaining units;

The data and information necessary for informed decision-making regarding pay and

benefit levels for affected employees;

A final report developed as a system that can be used for ongoing pay system

administration.

We have appreciated the opportunity to assist Jackson County in this important study. Should

you have any questions related to this report please contact me at 734.904.4632.

Very truly yours,

Mark W. Nottley, Principal


SECTION I

OVERVIEW OF THE CLASSIFICATION AND

COMPENSATION STUDY

I - 1

SECTION I

OVERVIEW OF THE CLASSIFICATION AND COMPENSATION STUDY

The classification and compensation analysis contained in this report has been designed

specifically for employees of Jackson County. It encompasses fundamental principles related to

wage and salary administration and the proper evaluation of internal and external pay factors.

In the following subsections we provide information concerning the project approach, the results

of the study and the components of the classification and compensation system that we are

suggesting for County employees.

JOB ANALYSIS: THE FIRST MAJOR TASK

To accurately evaluate compensation, it is necessary to gain a strong working knowledge of each

affected position. To accomplish this, we performed the following tasks:

An assortment of data was requested and reviewed including job descriptions, current pay

schedules, labor contracts and other information related to compensation and pay

practices.

Employee meetings were held and employees completed a job analysis questionnaire

concerning their respective duties and positional requirements (see Appendix A).

Following review of the above information, department heads and others were interviewed

regarding the job duties of their positions as well as those of employees under their

direction.

JOB EVALUATION: ESTABLISHING INTERNAL RANKING

Following the job analysis process, we proceeded to determine the relative internal value of the

studied positions. This process involved:

Development and weighting of a job evaluation plan (see Appendix B).

The evaluation of each position as measured against specific job evaluation factors

including:

- Education and relevant experience

- Judgment and independence of action

- Internal and external relations

- Supervisory or managerial responsibility

- Job complexity

- Responsibility for the rights of others

I - 2

- Technology use

- Impact on programs, services and operations

- Document concentration

- Work environment.

The ranking of each position based on the resulting point totals (the ranking results are

also included in Appendix B).

MARKET SURVEY: DETERMINING PAY COMPARABILITY

As a next step in the process, we proceeded to design and conduct a salary and employee benefits

survey. This included the following tasks:

A list of primary comparable employers was developed based on discussion with Jackson

County as well as our knowledge of county governments in Michigan. The final list of

market comparables contains counties that are of similar population and/or geographic

proximity and share organizational attributes held by Jackson County. (The list of market

comparables is presented in Appendix C with supporting demographic data.)

A survey instrument was then developed which provided a description of studied

positions and elicited information concerning wage levels and employee benefits.

A survey response was received from the following county governments including:

- Allegan County

- Berrien County

- Calhoun County

- Eaton County

- Ingham County

- Kalamazoo County

- Livingston County

- Monroe County

- Muskegon County

- Ottawa County

- Saginaw County

- St. Clair County

- Washtenaw County.

In addition to the above, the City of Jackson was contacted and responded to our survey request.

Further, a separate survey was prepared and conducted for the Department of Transportation

which elicited feedback from eight road commissions (in addition to two transportation

departments included in the county survey above).

Lastly, supplemental survey data was used for positions that are readily represented in the private

sector labor market including data from the American Society of Employers (ASE) annual

I - 3

survey, The Employers Group (TEA) annual survey and the State of Michigan’s survey of major

employers. All survey sources are documented in Appendix C along with the survey data.

It should be mentioned that each organization surveyed in this study is unique in its own regard,

with different organizational structures and alternative allocations of duties among employees.

Further, not every employer delivers precisely the same mix of services found in Jackson

County. Consequently, we have carefully scrutinized the assembled data and used only the

information that we determined is applicable to the County’s positional pool.

As summarized in Appendix C, comparative market data has been obtained for a large sample of

Jackson County’s positions – spanning all current pay grades as well as other positions covered

in Sections V and VI of the study. For positions included in the pay grade structure for which

pay data has not been collected, these jobs have been slotted into the pay grade structure based

on the point factor evaluation and their relationship (and relative job worth) to other positions in

the organization. This is a common approach to classification and compensation analysis that is

used in virtually all studies of this size and scope.

Essentially, the focus of our market analysis has been to determine a comparable job market for

the County’s positions and identify a large number of benchmark positions with similar

responsibilities, requiring similar knowledge, skill and expertise. Coupled with a thorough point-

factor analysis, this process has assured that all relevant positions are appropriately graded; with

market competitive pay ranges then developed.

PAY STRUCTURE: DEVELOPING PAY GRADES AND SALARY RANGES

The job evaluation results (contained in Appendix B) and the market survey data (contained in

Appendix C) provided the basis for developing a suggested grade structure and corresponding

pay ranges (contained in Section II and/or Appendix D and discussed in Section II). Related to

this:

The grade structure organizes the classifications into grades A-S, based on the job

evaluation rating results. (The job evaluation point range parameters established for each

pay grade should remain constant for ongoing program integrity.)

Proposed salary ranges were then developed from an analysis of the salary data. The

ranges are designed to have maximum values that approximate the reported

maximum/average market levels and provide some opportunity for upward mobility (i.e.

5%). The suggested widths of the pay ranges (i.e. 25%) are consistent with typical county

range widths in Michigan and are constant for all positions and grades.

The pay grade structure includes non-union, AFSCME Local 2098, Assistant Prosecutors

Association, Attorney Referee/Magistrates Association, District Court Probation Agents and

Michigan Nurses Association classifications.

I - 4

Related to this, the union and non-union jobs included in the pay grade structure (presented in

Section II, Exhibit 1), currently have a standard pay range width of 16.8% (with one exception,

discussed below). In our opinion, this range width is not sufficiently wide. Management

flexibility and employee progression opportunities can both be improved with a wider range such

as the 25% width which we are suggesting. Moreover, since the range has been developed from

range maximum, there is no additional cost associated with a wider range.

The one exception to the current 16.8% standard noted above (suggested change to 25%) is the

Assistant Prosecutor’s Association. The current range width for this group is 47.2%. In our

opinion, this width is excessive and should be reduced to the 25% suggested standard. Our

rationale is as follows:

In our opinion, the only rationale for such a wide range would be the need to move higher

levels of employees upward through a common range. However, the Prosecutor’s Office

has four levels of Assistant Prosecutors (not counting the Chief Deputy), thus providing

ample opportunity for the grade slotting of higher level employees without the need for

such a wide range.

The larger organization has other attorneys, all of which are currently at a 16.8% range

width. Moving all attorneys to a common range width of 25% is logical from a pay

administration perspective.

As with other suggestions contained in the report, the move to a common 25% wide pay

range (including Assistant Prosecutors) is an option that will require union concurrence

as discussed below.

All jobs in the pay grade structure have been evaluated in concert and included in Exhibit 1,

contained in Section II of the report. This assures that all jobs are considered and evaluated from

one overall organizational perspective. However, actual implementation of the study’s results

will differ for union and non-union employees. Specifically:

For non-union employees, the County can implement the pay plan as developed. This

implementation would be facilitated by the information and cost analysis presented in

Section II of the report.

For employees in the various bargaining units, negotiated settlements will be required.

Related to this:

- Both management and union representatives will benefit from the data presented.

Rather than negotiating in a vacuum, both parties will have access to solid data

and analytic results.

- We have found that outcomes vary between clients in negotiation. For some

studies, the negotiation results in full acceptance of the study’s results including

grade levels and pay ranges. Or, the final report may serve as a starting point to a

negotiated settlement that is different than what is presented.

I - 5

POSITIONS NOT INCLUDED IN THE PAY GRADE STRUCTURE

Some positions included in the study have not been placed in the pay grade structure noted

above. These include:

Elected officials

County Administrator

Positions within public safety bargaining units

Positions within the Jackson County Road Workers Association.

In regard to elected officials and the County Administrator, these positions are compared to the

labor market with accompanying narrative summary of findings in Section V of the report.

Unionized public safety positions have been treated similarly in Section VI of the report as have

unionized transportation positions. These bargaining groups all have unique pay ranges and

progression schedules and are best evaluated and reported on separately. Unlike other

bargaining units, the assembled market data covers 100% of the classifications in these

respective bargaining units. As such, it provides the starting point for negotiations to determine

the parameters of each of these unique pay ranges (i.e. varying widths) contained in these union

contracts.

OVERVIEW OF THE FOLLOWING SECTIONS OF THE REPORT

The suggested pay grades and ranges for employees in the larger employee group are discussed

in greater detail in the following Section II of the report along with approaches for

implementation of the pay grade structure and related pay system.

Section III of the report focuses on techniques for maintaining the pay system consistent with the

labor market through annual adjustment to the pay ranges.

Section IV provides discussion regarding the comparison of employee benefits. The County may

find this information to be useful in evaluating the impact of employee benefits on total

compensation or in comparing particular benefit levels. All employee benefit survey results are

summarized in a matrix in Appendix E of the report.

Section V contains information concerning the wages of elected administrative positions as well

as the County Administrator.

Section VI of the report contains information concerning the wages of public safety bargaining

units as well as positions within the Jackson County Road Workers Association.

SECTION II

RESULTS OF THE STUDY AND SUGGESTIONS FOR

IMPLEMENTATION

II - 1

SECTION II

RESULTS OF THE STUDY AND SUGGESTIONS FOR

IMPLEMENTATION

In regard to implementing the compensation study results, it is our policy to provide suggestions

and supporting data for consideration, but not attempt to establish compensation policies for our

clients. Adoption of the study's findings is a policy matter to be decided by the County Board of

Commissioners who must consider financial and other policy constraints. Within this context we

offer the following.

SUGGESTED PAY GRADES AND RANGES

As discussed in Section I, job analysis and market survey provide the basis for the suggested pay

grades and ranges contained in Exhibit 1 below. Midpoints are structured to reflect market

conditions, as determined by the market survey. The suggested grade and salary structure is also

illustrated in Appendix D with information pertaining to point parameters and market averages.

Exhibit 1

Jackson County

Classification and Compensation Study

Suggested Pay Grades and Ranges

Grade Position Title

Range

Minimum

Range

Midpoint

Range

Maximum

A Food Transporter 11.39 12.81 14.23

Stockperson/Custodian 23,684 26,645 29,605

Home Care Worker

B Cook - DOA or YC 13.09 14.73 16.37

Maintenance Worker I - Facilities 27,237 30,642 34,046

C File Clerk - District Court 14.08 15.84 17.60

File/Imaging Clerk - FOC 29,280 32,940 36,600

Animal Shelter Attendant

D Hearing/Vision Technician 15.13 17.02 18.92

WIC Breast Feeding/Peer Counselor 31,476 35,410 39,345

Imaging/Data Entry Clerk - Register of Deeds

Deputy County Clerk

Deputy Probate Register - Probate Court

Data Entry/Property Description Clerk

Administrative Assistant - Jury/Elections

Office Services Specialist - Transportation

Records Clerk - Sheriff

Accounting Clerk/Telecommunications Operator

Administrative Clerk

Account Clerk - Health

Senior Center Specialist

II - 2

Exhibit 1

Jackson County


Suggested Pay Grades and Ranges (Cont’d)


Range

Minimum

Range

Midpoint

Range

Maximum

E Maintenance Worker II - Facilities 15.89 17.88 19.86

Deputy County Clerk - Court Clerk 33,049 37,181 41,312

Mechanic II - Parks

Deputy District Court Clerk

Interstate and Investigative Assistant - FOC

Support Services Representative - FOC

Real & Personal Property Appraiser I

Legal Secretary - Prosecutor's Office

Account/Data Processing Clerk - FOC

Accounts Payable Clerk

F Maintenance III - Facilities 16.68 18.77 20.85

Airport Maintenance Worker III 34,702 39,040 43,377

Maintenance Worker III - Parks

Landfill Maintenance Coordinator

Administrative Secretary - JNET

Administrative Assistant - Pension

Secretary

Senior Clerk-Register of Deeds

Senior Account Clerk/Office Coordinator - Health

Casework Coordinator - District Court

G Assistant Victim Rights Coordinator 17.93 20.18 22.42

Administrative Assistant - Parks 37,305 41,968 46,631

Director of Safety/Permit Agent

Jury Coordinator

Senior Administrative Secretary - Circuit Court

Administrative Assistant/Team Coordinator - FOC

Veterinarian Technician

Assistant Chief Deputy County Clerk

Chief Deputy Probate Register

Administrative Assistant - Youth Center

Court Collections Officer - District Court

Senior Account Clerk - Family Court

Legal Secretary/Caseworker - Child Support Division

Youth Specialist

H Tax Specialist 18.83 21.19 23.54

Enforcement Specialist 39,170 44,066 48,962

Court Recorder/Judicial Secretary

Judicial Secretary

Elections Director

Airport Maintenance Technician

Facilities Maintenance Technician

Assistant WIC Coordinator

II - 3

Exhibit 1

Jackson County



Range

Minimum

Range

Midpoint

Range

Maximum

H Mapping Specialist 18.83 21.19 23.54

Parks Maintenance Technician 39,170 44,066 48,962

Administrative Assistant - Sheriff

Enrichment Specialist

Youth Services Coordinator

Recovery Court Coordinator

Outreach Specialist - DOA

I Lead Fleet Mechanic - Sheriff 20.24 22.77 25.30

Administrative Assistant - County Administrator 42,108 47,371 52,634

Golf Course Coordinator

Administrative Assistant - Health

Real & Personal Property Appraiser II

Facilities/Fleet Administrative Operations Supervisor

Social Worker - DOA

Investigator - Prosecutor's Office

Bailiff/Research Clerk - Circuit Court

J Assistant Contracts and Purchasing Manager 21.26 23.91 26.57

Bench Warrant Officer - FOC 44,213 49,739 55,266

Enforcement Officer - District Court

Administrative Assistant - County Treasurer

Administrative Assistant - Circuit Court

Administrative Assistant - Medical Examiner

Administrative Services Manager - Transportation

Assessing Specialist

Sanitarian I

Engineering Technician

GIS Analyst/Developer

Victim Rights Coordinator

K Pension Coordinator 23.38 26.30 29.23

Surveyor/Construction Specialist 48,634 54,713 60,793

Human Resources Specialist

Chief Deputy Register of Deeds

Nutritionist

RN - Associate's Degree

Real & Personal Property Appraiser III

Sanitarian II

Social Worker - Health

Veterans Service Officer

Caseworker - FOC

Investigator - FOC

Probation Agent

Juvenile Probation Officer - Family Court

Assistant Network Administrator

Adoption Coordinator

II - 4

Exhibit 1

Jackson County




Range

Minimum

Range

Midpoint

Range

Maximum

K Counselor - DOA 23.38 26.30 29.23

Geriatric Mental Health Coordinator 48,634 54,713 60,793

Health Educator

Probate Register

Intensive Supervision Officer - District Court

Family Counselor

In-Home Service Manager

Home Care Supervisor

Nutrition Services Manager

Shift Supervisor - Youth Center

L Fair Manager 25.72 28.93 32.15

State Trunklines Assistant Superintendent 53,498 60,185 66,872

Emergency Preparedness Coordinator

Contracts and Purchasing Manager - Transportation

Staff Accountant

Maintenance Operations Supervisor

Management Analyst/Project Communications

Coordinator

Golf Superintendent

Public Health Nurse

Investigator/Conciliator

Systems Administrator

Parks Superintendent

Sanitarian Coordinator

WIC Nutritionist/Coordinator

Fleet Manager

Chief Deputy County Clerk

Clinical Services Coordinator

Community Health Coordinator

Teen Pregnancy Prevention Coordinator

Facilities Project Manager

Database Administrator

Enterprise Systems Support

Intra-Internet Web Administrator

Systems/Workflow Administrator

Deputy Director - DOA

Chief of Administrative Services - Prosecutor's Office

M Senior Accountant/Transportation 28.29 31.83 35.36

Senior Accountant/Finance 58,847 66,203 73,559

Chief Deputy County Treasurer

II - 5

Exhibit 1

Jackson County




Range

Minimum

Range

Midpoint

Range

Maximum

M Design and Construction Engineer 28.29 31.83 35.36

Court Services Manager 58,847 66,203 73,559

GIS Coordinator

Assistant Director-Youth Center

N Caseworker Supervisor - Juvenile Court 29.71 33.42 37.13

County Road Maintenance Superintendent 61,790 69,513 77,237

State Trunklines Superintendent

Airport Manager

Chief Probation Officer

Project Manager - Transportation

Assistant Prosecuting Attorney I

FOC Supervisor/Program Manager

Enterprise Network Administrator

Lieutenant

O Assistant Prosecuting Attorney II 31.93 35.93 39.92

Director of Department on Aging 66,424 74,727 83,030

Deputy Director - Human Resources

Director of Environmental Health

Director of Fleet and Facilities Operations

Assistant Friend of the Court

Director of Health Education and Health Promotion

Director of Personal and Preventive Health Services

Senior Civil Engineer

P Parks Director 35.13 39.52 43.91

Attorney Magistrate 73,066 82,200 91,333

Attorney Referee - Juvenile Court

Assistant Prosecuting Attorney III

Director of Operations

Attorney/Domestic Relations Referee

Captain

Director of Engineering

Youth Center Director

Q Equalization Director 38.64 43.47 48.30

District Court Administrator 80,373 90,420 100,466

Undersheriff

Assistant Prosecuting Attorney IV

Finance Officer

R Circuit/Family/Probate Court Administrator 40.57 45.64 50.72

Director of Human Resources 84,392 94,941 105,490

Friend of the Court

Director of Information Technologies

II - 6

Exhibit 1

Jackson County




Range

Minimum

Range

Midpoint

Range

Maximum

S Transportation Managing Director 44.63 50.21 55.79

Deputy County Administrator 92,831 104,435 116,038

Chief Assistant Prosecuting Attorney

Health Officer - Director of Health Integration

In regard to the above, incumbent employees have salaries that are above, below or within the

suggested salary ranges. These situations are discussed separately below.

Employees with current wage exceeding the range maximum

Employees who are above the maximum of the range are considered “red circles”. There are five

employees that fall into five classifications that are in this category, including Mechanic II –

Parks, Victim Rights Coordinator, Intensive Supervision Officer – District Court, Community

Health Coordinator and Senior Civil Engineer.

One approach to red-circled positions is to simply deny any further pay increases until the

employee’s wage falls within the adjusted range. Some public employers temper the denial of

further pay increases by continuing to allow some type of annual increase. Options might

include:

Continuing to allow annual across-the-board inflationary increases but no further range

increases.

Providing an annual bonus payment, which would not increase base wage, until such time

that the wage level conforms to the pay range.

In summary, the red-circled positions represent an issue area for which a policy should be

developed prior to implementation of the classification and compensation system.

Employees with wage level below the range minimum

An employee with a current wage level below the minimum of the suggested range is referred to

as a “green circle.” in human resources’ terminology. There are 30 green-circled positions with

73 employees affected. The following Exhibit 2 specifies incumbents with current wage levels

below the minimum of the suggested ranges as well as the hourly cost impact required to move

each employee to the range minimum.

II - 7

Exhibit 2

Jackson County


Cost to Move Green-Circled Positions to Range Minimum

Position

Current

Salary

Range

Minimum

Cost to Achieve

Range

Minimum

Cook - DOA, YC (TC) $12.26 $13.09 $0.83

Cook - DOA, YC (KH) $12.26 $13.09 $0.83

Cook - DOA, YC (PJ) $12.26 $13.09 $0.83

Cook - DOA, YC (MP) $12.26 $13.09 $0.83

Cook - DOA, YC (LSS) $12.26 $13.09 $0.83

Cook - DOA, YC (NS) $12.26 $13.09 $0.83

Cook - DOA, YC (MR) $12.26 $13.09 $0.83

Maintenance Worker I - Facilities (LB) $12.26 $13.09 $0.83

Maintenance Worker I - Facilities (MH) $12.26 $13.09 $0.83

Maintenance Worker I - Facilities (DJ) $12.26 $13.09 $0.83

Maintenance Worker I - Facilities (DL) $12.26 $13.09 $0.83

File/Imaging Clerk - FOC $13.05 $14.08 $1.03

Animal Shelter Attendant (SC) $12.26 $14.08 $1.82

Animal Shelter Attendant (AR) $12.26 $14.08 $1.82

Animal Shelter Attendant (JS) $12.26 $14.08 $1.82

Hearing/Vision Technician (MK) $14.17 $15.13 $0.96

WIC Breast Feeding/Peer Counselor (SD) $14.32 $15.13 $0.81

WIC Breast Feeding/Peer Counselor (AT) $14.32 $15.13 $0.81

Imaging/Data Entry Clerk - Register of Deeds (JC) $14.17 $15.13 $0.96

Imaging/Data Entry Clerk - Register of Deeds (TW) $14.17 $15.13 $0.96

Deputy County Clerk (TS) $14.17 $15.13 $0.96

Deputy Probate Register - Probate Court $14.17 $15.13 $0.96

Administrative Assistant - Jury/Elections $14.32 $15.13 $0.81

Office Services Specialist - Transportation $14.32 $15.13 $0.81

Accounting Clerk/Telecommunications Operator $14.17 $15.13 $0.96

Administrative Clerk (LM) $14.17 $15.13 $0.96

Administrative Clerk (KM) $14.17 $15.13 $0.96

Administrative Clerk (HF) $14.17 $15.13 $0.96

Administrative Clerk (JG) $14.17 $15.13 $0.96

Administrative Clerk (KJ) $14.17 $15.13 $0.96

Administrative Clerk (SJ) $14.17 $15.13 $0.96

Administrative Clerk (DS) $14.17 $15.13 $0.96

Deputy District Court Clerk (LM) $15.23 $15.89 $0.66

Deputy District Court Clerk (PN) $15.23 $15.89 $0.66

II - 8

Exhibit 2

Jackson County


Cost to Move Green-Circled Positions to Range Minimum (cont’d)

Position

Current

Salary

Range

Minimum

Cost to Achieve

Range

Minimum

Support Services Representative - FOC (AB) $15.23 $15.89 $0.66

Support Services Representative - FOC (KWP) $15.23 $15.89 $0.66

Support Services Representative - FOC (KP) $15.23 $15.89 $0.66

Legal Secretary - Prosecutor's Office (JG) $15.23 $15.89 $0.66

Legal Secretary - Prosecutor's Office (KM) $15.23 $15.89 $0.66

Legal Secretary - Prosecutor's Office (MO) $15.23 $15.89 $0.66

Account/Data Processing Clerk - FOC (HW) $15.23 $15.89 $0.66

Maintenance Worker III - Parks $16.37 $16.68 $0.31

Landfill Maintenance Coordinator $16.37 $16.68 $0.31

Secretary (KW) $15.25 $16.68 $1.43

Secretary (LD) $16.54 $16.68 $0.14

Veterinarian Technician $17.78 $17.93 $0.15

Youth Specialist (AB) $17.60 $17.93 $0.33

Youth Specialist (RB) $17.60 $17.93 $0.33

Youth Specialist (SH) $17.60 $17.93 $0.33

Youth Specialist (KL) $17.60 $17.93 $0.33

Youth Specialist (DM) $17.60 $17.93 $0.33

Youth Specialist (KR) $17.60 $17.93 $0.33

Youth Specialist (RS) $17.60 $17.93 $0.33

Youth Specialist (ST) $17.60 $17.93 $0.33

Youth Specialist (RT) $17.60 $17.93 $0.33

Youth Specialist (JN) $17.60 $17.93 $0.33

Real & Personal Property Appraiser II (KO) $18.92 $20.24 $1.32

Bailiff/Research Clerk - Circuit Court (MK) $18.92 $20.24 $1.32

Bailiff/Research Clerk - Circuit Court (EP) $18.92 $20.24 $1.32

Bailiff/Research Clerk - Circuit Court (MS) $18.92 $20.24 $1.32

Bailiff/Research Clerk - Circuit Court (MZ) $18.92 $20.24 $1.32

Staff Accountant $23.75 $25.72 $1.97

Public Health Nurse (KB) $23.74 $25.72 $1.98

Public Health Nurse (SC) $25.56 $25.72 $0.16

Public Health Nurse (AG) $23.74 $25.72 $1.98

Public Health Nurse (TK) $23.74 $25.72 $1.98

Systems Administrator $23.75 $25.72 $1.97

Senior Accountant/Finance $27.02 $28.29 $1.27

Assistant Prosecuting Attorney I (KB) $25.21 $29.71 $4.49

II - 9

Exhibit 2

Jackson County


Cost to Move Green-Circled Positions to Range Minimum (cont’d)

Position

Current

Salary

Range

Minimum

Cost to Achieve

Range

Minimum

Assistant Prosecuting Attorney I (KM) $25.21 $29.71 $4.50

Assistant Prosecuting Attorney I (JS) $24.44 $29.71 $5.27

Assistant Prosecuting Attorney I (MW) $26.94 $29.71 $2.77

FOC Supervisor/Program Manager (MW) $28.81 $29.71 $0.90

TOTAL COST TO IMPLEMENT $78.91

It is suggested that the green-circled positions be moved to the minimum of the range, thereby

assuring consistent application of the developed pay system. This could be a one-time adjustment

or realized over a period of time. Summarily, the timing of these pay adjustments (if at all) will

be a Board decision considered within the context of the Board’s compensation philosophy and

the County’s ability-to-pay.

Employees with salaries falling within the ranges

The salaries of the other employees fall within the recommended salary ranges. Whether the

wages of these employees should, or should not be adjusted, is an issue that the Board of

Commissioners must consider within the larger context of compensation philosophy and, for

some classifications, contract negotiations. In our experience, organizations have widely

differing philosophies concerning pay levels. As examples:

Some organizations choose to maintain employee wages low in relation to the market;

this approach typically encourages turnover.

Other organizations seek to maintain the midpoint level of the market, thus providing

compensation at an average level.

Some organizations prefer to move employees through an established pay range over the

course of employment, eventually exceeding the market midpoint as a means of

rewarding longer-term job commitment and job knowledge. This is the current practice

for Jackson County’s employees.

In regard to the current practice, the continuum provided in Chart 1 illustrates how compensation

levels within the recommended range may be considered with regard to job knowledge and

expertise and how this is philosophically linked to the salary range.

II - 10

Chart 1: Continuum of Job Competency

As seen in Chart 1, newer employees who are not functioning on a completely independent level

or employees who are not sufficiently experienced may be appropriately placed at or near the

range minimum.

Over time, training and experience on the job will typically lead to increased competency for

most individuals. Employees will progressively move to the middle of the range, near the

midpoint as job experience is acquired. As employees continue to acquire increased competency

and value with passing years, they are rewarded with a salary toward the top of the range,

possibly to the recommended maximum. The issue of range placement is further discussed

below.

CURRENT RANGE PLACEMENT: A COMPA-RATIO ANALYSIS

With the adoption of a new pay structure the relative range position of each position incumbent

can be illustrated. To assist Jackson County in evaluating these changes, we have prepared

additional information concerning the current range position of each employee. Exhibit 3 below,

depicts the numerical relationship between employees' current salaries and recommended range

midpoints.

Exhibit 3

Jackson County


Compa-Ratio Analysis

Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Food Transporter (KH) $11.39 $12.81 0.89

Food Transporter (DR) $12.91 $12.81 1.01

Stockperson/Custodian $11.39 $12.81 0.89

Home Care Worker (WB) $11.51 $12.81 0.90

Home Care Worker (LC) $12.39 $12.81 0.97

Home Care Worker (CG) $11.51 $12.81 0.90

Home Care Worker (KH) $11.51 $12.81 0.90

Home Care Worker (CK) $13.05 $12.81 1.02

Home Care Worker (SM) $13.05 $12.81 1.02

Home Care Worker (JP) $11.51 $12.81 0.90

Home Care Worker (JS) $13.25 $12.81 1.03

Range

Minimum Range Midpoint Range

Maximum

New to the job, still

learning position

Has good job knowledge and

meets expectations in terms of

job performance

Has experience that can be

employed to the benefit of

the County

II - 11

Exhibit 3

Jackson County


Compa-Ratio Analysis (cont’d)

Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Home Care Worker (AT) $13.25 $12.81 1.03

Home Care Worker (DT) $12.39 $12.81 0.97

Home Care Worker (TW) $11.51 $12.81 0.90

Cook - DOA, YC (TC) $12.26 $14.73 0.83

Cook - DOA, YC (KH) $12.26 $14.73 0.83

Cook - DOA, YC (PJ) $12.26 $14.73 0.83

Cook - DOA, YC (LM) $14.31 $14.73 0.97

Cook - DOA, YC (MP) $12.26 $14.73 0.83

Cook - DOA, YC (LSS) $12.26 $14.73 0.83

Cook - DOA, YC (NS) $12.26 $14.73 0.83

Cook - DOA, YC (LAS) $13.19 $14.73 0.90

Cook - DOA, YC (MR) $12.26 $14.73 0.83

Maintenance Worker I - Facilities (LB) $12.26 $14.73 0.83

Maintenance Worker I - Facilities (MH) $12.26 $14.73 0.83

Maintenance Worker I - Facilities (DJ) $12.26 $14.73 0.83

Maintenance Worker I - Facilities (DL) $12.26 $14.73 0.83

Maintenance Worker I - Facilities (KT) $14.31 $14.73 0.97

File Clerk - District Court $15.39 $15.84 0.97

File/Imaging Clerk - FOC $13.05 $15.84 0.82

Animal Shelter Attendant (SC) $12.26 $15.84 0.77

Animal Shelter Attendant (AR) $12.26 $15.84 0.77

Animal Shelter Attendant (JS) $12.26 $15.84 0.77

Hearing/Vision Technician (JC) $16.06 $17.02 0.94

Hearing/Vision Technician (MK) $14.17 $17.02 0.83

Hearing/Vision Technician (MS) $16.06 $17.02 0.94

WIC Breast Feeding/Peer Counselor (SD) $14.32 $17.02 0.84

WIC Breast Feeding/Peer Counselor (AT) $14.32 $17.02 0.84

Imaging/Data Entry Clerk - Register of Deeds (JC) $14.17 $17.02 0.83

Imaging/Data Entry Clerk - Register of Deeds (TW) $14.17 $17.02 0.83

Deputy County Clerk (AP) $16.06 $17.02 0.94

Deputy County Clerk (JB) $16.06 $17.02 0.94

Deputy County Clerk (LD) $16.30 $17.02 0.96

Deputy County Clerk (NH) $16.06 $17.02 0.94

Deputy County Clerk (LK) $15.25 $17.02 0.90

Deputy County Clerk (LS) $16.06 $17.02 0.94

Deputy County Clerk (TS) $14.17 $17.02 0.83

II - 12

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Deputy Probate Register - Probate Court $14.17 $17.02 0.83

Data Entry/Property Description Clerk $16.30 $17.02 0.96

Administrative Assistant - Jury/Elections $14.32 $17.02 0.84

Office Services Specialist - Transportation $14.32 $17.02 0.84

Records Clerk - Sheriff $16.06 $17.02 0.94

Accounting Clerk/Telecommunications Operator $14.17 $17.02 0.83

Administrative Clerk (CK) $16.54 $17.02 0.97

Administrative Clerk (PM) $15.25 $17.02 0.90

Administrative Clerk (MA) $16.30 $17.02 0.96

Administrative Clerk (JC) $16.06 $17.02 0.94

Administrative Clerk (DD) $16.30 $17.02 0.96

Administrative Clerk (LM) $14.17 $17.02 0.83

Administrative Clerk (KM) $14.17 $17.02 0.83

Administrative Clerk (PJ) $16.30 $17.02 0.96

Administrative Clerk (SS) $16.30 $17.02 0.96

Administrative Clerk (HF) $14.17 $17.02 0.83

Administrative Clerk (JG) $14.17 $17.02 0.83

Administrative Clerk (TG) $16.54 $17.02 0.97

Administrative Clerk (WH) $16.54 $17.02 0.97

Administrative Clerk (AH) $15.25 $17.02 0.90

Administrative Clerk (TH) $16.54 $17.02 0.97

Administrative Clerk (KJ) $14.17 $17.02 0.83

Administrative Clerk (SJ) $14.17 $17.02 0.83

Administrative Clerk (TL) $15.25 $17.02 0.90

Administrative Clerk (AM) $16.54 $17.02 0.97

Administrative Clerk (CP) $16.54 $17.02 0.97

Administrative Clerk (DS) $14.17 $17.02 0.83

Administrative Clerk (AT) $16.06 $17.02 0.94

Account Clerk - Health $16.30 $17.02 0.96

Senior Center Specialist $16.47 $17.02 0.97

Deputy County Clerk - Court Clerk (CM) $17.52 $17.88 0.98

Deputy County Clerk - Court Clerk (NA) $17.78 $17.88 0.99

Deputy County Clerk - Court Clerk (NB) $17.78 $17.88 0.99

Deputy County Clerk - Court Clerk (SC) $17.78 $17.88 0.99

Deputy County Clerk - Court Clerk (KH) $17.52 $17.88 0.98

Mechanic II - Parks $19.95 $17.88 1.12

II - 13

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Deputy District Court Clerk (AB) $17.26 $17.88 0.97

Deputy District Court Clerk (MH) $17.52 $17.88 0.98

Deputy District Court Clerk (JH) $17.26 $17.88 0.97

Deputy District Court Clerk (YK) $17.78 $17.88 0.99

Deputy District Court Clerk (KK) $17.78 $17.88 0.99

Deputy District Court Clerk (LM) $15.23 $17.88 0.85

Deputy District Court Clerk (PN) $15.23 $17.88 0.85

Deputy District Court Clerk (MO) $17.26 $17.88 0.97

Deputy District Court Clerk (JP) $17.26 $17.88 0.97

Deputy District Court Clerk (EP) $17.26 $17.88 0.97

Deputy District Court Clerk (LP) $17.52 $17.88 0.98

Deputy District Court Clerk (JR) $17.26 $17.88 0.97

Deputy District Court Clerk (JT) $17.52 $17.88 0.98

Deputy District Court Clerk (JW) $17.26 $17.88 0.97

Interstate and Investigative Assistant - FOC (SF) $17.78 $17.88 0.99

Interstate and Investigative Assistant - FOC (SR) $17.52 $17.88 0.98

Support Services Representative - FOC (AB) $15.23 $17.88 0.85

Support Services Representative - FOC (AF) $16.23 $17.88 0.91

Support Services Representative - FOC (KWP) $15.23 $17.88 0.85

Support Services Representative - FOC (CP) $17.26 $17.88 0.97

Support Services Representative - FOC (KP) $15.23 $17.88 0.85

Support Services Representative - FOC (BW) $17.52 $17.88 0.98

Legal Secretary - Prosecutor's Office (HF) $17.52 $17.88 0.98

Legal Secretary - Prosecutor's Office (JG) $15.23 $17.88 0.85

Legal Secretary - Prosecutor's Office (SH) $17.78 $17.88 0.99

Legal Secretary - Prosecutor's Office (KM) $15.23 $17.88 0.85

Legal Secretary - Prosecutor's Office (MO) $15.23 $17.88 0.85

Legal Secretary - Prosecutor's Office (DP) $17.26 $17.88 0.97

Legal Secretary - Prosecutor's Office (VP) $17.78 $17.88 0.99

Account/Data Processing Clerk - FOC (SB) $17.78 $17.88 0.99

Account/Data Processing Clerk - FOC (LB) $17.26 $17.88 0.97

Account/Data Processing Clerk - FOC (KD) $17.52 $17.88 0.98

Account/Data Processing Clerk - FOC (AF) $16.39 $17.88 0.92

Account/Data Processing Clerk - FOC (TAP) $17.52 $17.88 0.98

Account/Data Processing Clerk - FOC (TMP) $17.26 $17.88 0.97

Account/Data Processing Clerk - FOC (EW) $17.26 $17.88 0.97

II - 14

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Account/Data Processing Clerk - FOC (HW) $15.23 $17.88 0.85

Accounts Payable Clerk $16.30 $17.88 0.91

Airport Maintenance Worker III $19.12 $18.77 1.02

Maintenance Worker III - Parks $16.37 $18.77 0.87

Landfill Maintenance Coordinator $16.37 $18.77 0.87

Administrative Secretary - JNET $18.75 $18.77 1.00

Administrative Assistant - Pension $17.78 $18.77 0.95

Secretary (AH) $17.78 $18.77 0.95

Secretary (KW) $15.25 $18.77 0.81

Secretary (LD) $16.54 $18.77 0.88

Secretary (TC) $18.75 $18.77 1.00

Secretary (TE) $18.75 $18.77 1.00

Secretary (JG) $18.75 $18.77 1.00

Secretary (LM) $18.75 $18.77 1.00

Senior Clerk-Register of Deeds $18.56 $18.77 0.99

Senior Account Clerk/Office Coordinator - Health $19.12 $18.77 1.02

Casework Coordinator - District Court (KB) $19.12 $18.77 1.02

Casework Coordinator - District Court (MB) $18.56 $18.77 0.99

Casework Coordinator - District Court (LW) $18.56 $18.77 0.99

Assistant Victim Rights Coordinator $21.67 $20.18 1.07

Administrative Assistant - Parks $20.76 $20.18 1.03

Director of Safety/Permit Agent $19.32 $20.18 0.96

Jury Coordinator $22.32 $20.18 1.11

Senior Administrative Secretary - Circuit Court $20.46 $20.18 1.01

Administrative Assistant/Team Coordinator - FOC $20.76 $20.18 1.03

Veterinarian Technician $17.78 $20.18 0.88

Assistant Chief Deputy County Clerk $20.15 $20.18 1.00

Chief Deputy Probate Register $20.15 $20.18 1.00

Administrative Assistant - Youth Center $20.46 $20.18 1.01

Court Collections Officer - District Court (LC) $20.25 $20.18 1.00

Court Collections Officer - District Court (RH) $20.55 $20.18 1.02

Court Collections Officer - District Court (KH) $20.25 $20.18 1.00

Court Collections Officer - District Court (TH) $19.95 $20.18 0.99

Court Collections Officer - District Court (DH) $19.95 $20.18 0.99

Court Collections Officer - District Court (AS) $18.94 $20.18 0.94

Court Collections Officer - District Court (KS) $20.25 $20.18 1.00

II - 15

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Senior Account Clerk - Family Court $20.55 $20.18 1.02

Legal Secretary/Caseworker - Child Support Division $20.55 $20.18 1.02

Youth Specialist (GA) $20.25 $20.18 1.00

Youth Specialist (SB) $20.25 $20.18 1.00

Youth Specialist (KB) $20.25 $20.18 1.00

Youth Specialist (AB) $17.60 $20.18 0.87

Youth Specialist (RB) $17.60 $20.18 0.87

Youth Specialist (LB) $20.25 $20.18 1.00

Youth Specialist (KD) $20.55 $20.18 1.02

Youth Specialist (DE) $20.55 $20.18 1.02

Youth Specialist (RE) $19.95 $20.18 0.99

Youth Specialist (JG) $20.25 $20.18 1.00

Youth Specialist (KH) $19.95 $20.18 0.99

Youth Specialist (SH) $17.60 $20.18 0.87

Youth Specialist (PJ) $20.25 $20.18 1.00

Youth Specialist (KL) $17.60 $20.18 0.87

Youth Specialist (DM) $17.60 $20.18 0.87

Youth Specialist (KR) $17.60 $20.18 0.87

Youth Specialist (RS) $17.60 $20.18 0.87

Youth Specialist (ST) $17.60 $20.18 0.87

Youth Specialist (RT) $17.60 $20.18 0.87

Youth Specialist (TW) $19.95 $20.18 0.99

Youth Specialist (JN) $17.60 $20.18 0.87

Tax Specialist (MB) $22.09 $21.19 1.04

Tax Specialist (JL) $18.92 $21.19 0.89

Tax Specialist (LL) $21.45 $21.19 1.01

Tax Specialist (CT) $18.92 $21.19 0.89

Enforcement Specialist (TB) $22.09 $21.19 1.04

Enforcement Specialist (TJ) $21.77 $21.19 1.03

Enforcement Specialist (BZ) $21.77 $21.19 1.03

Enforcement Specialist (JB) $21.77 $21.19 1.03

Court Recorder/Judicial Secretary (SM) $20.58 $21.19 0.97

Court Recorder/Judicial Secretary (JM) $22.32 $21.19 1.05

Court Recorder/Judicial Secretary (RP) $21.99 $21.19 1.04

Court Recorder/Judicial Secretary (SS) $21.99 $21.19 1.04

Judicial Secretary (PC) $20.46 $21.19 0.97

II - 16

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Judicial Secretary (TC) $20.76 $21.19 0.98

Judicial Secretary (DS) $20.15 $21.19 0.95

Judicial Secretary (RW) $20.76 $21.19 0.98

Elections Director $21.67 $21.19 1.02

Airport Maintenance Technician $22.10 $21.19 1.04

Facilities Maintenance Technician (LG) $18.92 $21.19 0.89

Facilities Maintenance Technician (TB) $22.09 $21.19 1.04

Facilities Maintenance Technician (AH) $20.36 $21.19 0.96

Facilities Maintenance Technician (AM) $18.92 $21.19 0.89

Facilities Maintenance Technician (JR) $21.77 $21.19 1.03

Facilities Maintenance Technician (KS) $22.09 $21.19 1.04

Assistant WIC Coordinator $22.32 $21.19 1.05

Mapping Specialist $20.25 $21.19 0.96

Parks Maintenance Technician $21.77 $21.19 1.03

Administrative Assistant - Sheriff $22.32 $21.19 1.05

Enrichment Specialist $20.58 $21.19 0.97

Youth Services Coordinator (PH) $18.92 $21.19 0.89

Youth Services Coordinator (LM) $20.36 $21.19 0.96

Recovery Court Coordinator $18.92 $21.19 0.89

Outreach Specialist - DOA (CA) $19.12 $21.19 0.90

Outreach Specialist - DOA (AM) $21.67 $21.19 1.02

Outreach Specialist - DOA (LS) $19.12 $21.19 0.90

Lead Fleet Mechanic - Sheriff $23.75 $22.77 1.04

Administrative Assistant - County Administrator $21.67 $22.77 0.95

Golf Course Coordinator $23.74 $22.77 1.04

Administrative Assistant - Health $23.99 $22.77 1.05

Real & Personal Property Appraiser II (LB) $21.77 $22.77 0.96

Real & Personal Property Appraiser II (KO) $18.92 $22.77 0.83

Facilities/Fleet Administrative Operations Supervisor $22.12 $22.77 0.97

Social Worker - DOA (LB) $20.55 $22.77 0.90

Social Worker - DOA (LK) $23.29 $22.77 1.02

Social Worker - DOA (LR) $23.64 $22.77 1.04

Investigator - Prosecutor's Office $20.34 $22.77 0.89

Bailiff/Research Clerk - Circuit Court (MK) $18.92 $22.77 0.83

Bailiff/Research Clerk - Circuit Court (EP) $18.92 $22.77 0.83

Bailiff/Research Clerk - Circuit Court (MS) $18.92 $22.77 0.83

II - 17

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Bailiff/Research Clerk - Circuit Court (MZ) $18.92 $22.77 0.83

Assistant Contracts and Purchasing Manager $22.10 $23.91 0.92

Bench Warrant Officer - FOC $21.86 $23.91 0.91

Enforcement Officer - District Court $21.86 $23.91 0.91

Administrative Assistant - County Treasurer $25.04 $23.91 1.05

Administrative Assistant - Circuit Court $25.79 $23.91 1.08

Administrative Assistant - Medical Examiner $25.79 $23.91 1.08

Assessing Specialist $24.78 $23.91 1.04

Engineering Technician $23.99 $23.91 1.00

GIS Analyst/Developer $25.04 $23.91 1.05

Victim Rights Coordinator $26.90 $23.91 1.12

Pension Coordinator $26.92 $26.30 1.02

Human Resources Specialist (MB) $25.56 $26.30 0.97

Human Resources Specialist (KR) $27.73 $26.30 1.05

Human Resources Specialist (KT) $27.32 $26.30 1.04

Chief Deputy Register of Deeds $27.73 $26.30 1.05

Nutritionist (EK) $25.56 $26.30 0.97

Nutritionist (EL) $26.92 $26.30 1.02

Nutritionist (CZ) $23.75 $26.30 0.90

Nutritionist (CH) $23.75 $26.30 0.90

Real & Personal Property Appraiser III $23.75 $26.30 0.90

Sanitarian II (GB) $25.30 $26.30 0.96

Sanitarian II (CD) $23.50 $26.30 0.89

Sanitarian II (MF) $26.64 $26.30 1.01

Sanitarian II (DO) $26.64 $26.30 1.01

Social Worker - Health (JML) $25.56 $26.30 0.97

Social Worker - Health (JAL) $25.56 $26.30 0.97

Social Worker - Health (AS) $23.75 $26.30 0.90

Veterans Service Officer $25.41 $26.30 0.97

Caseworker - FOC (KA) $25.53 $26.30 0.97

Caseworker - FOC (KD) $25.53 $26.30 0.97

Caseworker - FOC (MF) $24.78 $26.30 0.94

Caseworker - FOC (JM) $25.53 $26.30 0.97

Caseworker - FOC (JT) $25.53 $26.30 0.97

Caseworker - FOC (LT) $25.53 $26.30 0.97

Investigator - FOC $26.64 $26.30 1.01

II - 18

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Probation Agent (KC) $29.11 $26.30 1.11

Probation Agent (JC) $25.30 $26.30 0.96

Probation Agent (RD) $25.30 $26.30 0.96

Probation Agent (CH) $28.68 $26.30 1.09

Probation Agent (TS) $25.30 $26.30 0.96

Probation Agent (SV) $28.68 $26.30 1.09

Juvenile Probation Officer - Family Court (CC) $27.73 $26.30 1.05

Juvenile Probation Officer - Family Court (MH) $27.32 $26.30 1.04

Juvenile Probation Officer - Family Court (CP) $27.73 $26.30 1.05

Juvenile Probation Officer - Family Court (AS) $27.73 $26.30 1.05

Juvenile Probation Officer - Family Court (RS) $27.73 $26.30 1.05

Assistant Network Administrator (SD) $23.75 $26.30 0.90

Assistant Network Administrator (KD) $27.73 $26.30 1.05

Assistant Network Administrator (DM) $27.73 $26.30 1.05

Adoption Coordinator $27.73 $26.30 1.05

Counselor - DOA $27.73 $26.30 1.05

Geriatric Mental Health Coordinator $27.32 $26.30 1.04

Health Educator (ND) $23.75 $26.30 0.90

Health Educator (AF) $26.92 $26.30 1.02

Health Educator (MH) $27.73 $26.30 1.05

Health Educator (RR) $27.73 $26.30 1.05

Health Educator (DS) $27.32 $26.30 1.04

Health Educator (AS) $27.73 $26.30 1.05

Health Educator (KU) $25.56 $26.30 0.97

Health Educator (JW) $27.73 $26.30 1.05

Probate Register $26.92 $26.30 1.02

Intensive Supervision Officer - District Court $29.55 $26.30 1.12

Family Counselor $27.32 $26.30 1.04

In-Home Service Manager $27.32 $26.30 1.04

Home Care Supervisor $27.32 $26.30 1.04

Nutrition Services Manager $26.92 $26.30 1.02

Shift Supervisor - Youth Center (EH) $23.75 $26.30 0.90

Shift Supervisor - Youth Center (MJ) $26.92 $26.30 1.02

Shift Supervisor - Youth Center (DK) $23.75 $26.30 0.90

Shift Supervisor - Youth Center (DM) $27.32 $26.30 1.04

Shift Supervisor - Youth Center (TT) $27.32 $26.30 1.04

II - 19

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Fair Manager $28.69 $28.93 0.99

State Trunklines Assistant Superintendent $27.73 $28.93 0.96

Emergency Preparedness Coordinator $28.69 $28.93 0.99

Contracts and Purchasing Manager - Transportation $29.55 $28.93 1.02

Staff Accountant $23.75 $28.93 0.82

Maintenance Operations Supervisor $29.56 $28.93 1.02

Golf Superintendent $27.25 $28.93 0.94

Public Health Nurse (KB) $23.74 $28.93 0.82

Public Health Nurse (SC) $25.56 $28.93 0.88

Public Health Nurse (CC) $26.91 $28.93 0.93

Public Health Nurse (AG) $23.74 $28.93 0.82

Public Health Nurse (RJ) $26.91 $28.93 0.93

Public Health Nurse (TK) $23.74 $28.93 0.82

Public Health Nurse (MK) $26.91 $28.93 0.93

Public Health Nurse (TP) $26.91 $28.93 0.93

Public Health Nurse (LR) $26.91 $28.93 0.93

Public Health Nurse (MR) $26.91 $28.93 0.93

Public Health Nurse (DR) $26.91 $28.93 0.93

Public Health Nurse (SR) $27.73 $28.93 0.96

Public Health Nurse (MT) $27.73 $28.93 0.96

Investigator/Conciliator (TS) $31.24 $28.93 1.08

Investigator/Conciliator (JS) $28.79 $28.93 0.99

Investigator/Conciliator (NT) $31.24 $28.93 1.08

Systems Administrator $23.75 $28.93 0.82

Parks Superintendent $29.56 $28.93 1.02

Sanitarian Coordinator (JB) $29.26 $28.93 1.01

Sanitarian Coordinator (MH) $29.26 $28.93 1.01

WIC Nutritionist/Coordinator $29.56 $28.93 1.02

Fleet Manager $28.09 $28.93 0.97

Chief Deputy County Clerk $27.73 $28.93 0.96

Clinical Services Coordinator $29.56 $28.93 1.02

Community Health Coordinator $32.19 $28.93 1.11

Teen Pregnancy Prevention Coordinator $31.56 $28.93 1.09

Facilities Project Manager $26.44 $28.93 0.91

Database Administrator $28.69 $28.93 0.99

Enterprise Systems Support $29.56 $28.93 1.02

II - 20

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Intra-Internet Web Administrator $29.56 $28.93 1.02

Systems/Workflow Administrator $28.69 $28.93 0.99

Deputy Director - DOA $29.56 $28.93 1.02

Chief of Administrative Services - Prosecutor's Office $28.69 $28.93 0.99

Senior Accountant/Finance $27.02 $31.83 0.85

Chief Deputy County Treasurer $31.09 $31.83 0.98

Court Services Manager (KE) $31.56 $31.83 0.99

Court Services Manager (RP) $31.09 $31.83 0.98

GIS Coordinator $31.55 $31.83 0.99

Assistant Director-Youth Center $31.56 $31.83 0.99

Caseworker Supervisor - Juvenile Court $31.56 $33.42 0.94

County Road Maintenance Superintendent $35.53 $33.42 1.06

State Trunklines Superintendent $33.64 $33.42 1.01

Airport Manager $33.14 $33.42 0.99

Chief Probation Officer $33.64 $33.42 1.01

Project Manager - Transportation $33.64 $33.42 1.01

Assistant Prosecuting Attorney I (KB) $25.21 $33.42 0.75

Assistant Prosecuting Attorney I (KM) $25.21 $33.42 0.75

Assistant Prosecuting Attorney I (JS) $24.44 $33.42 0.73

Assistant Prosecuting Attorney I (MW) $26.94 $33.42 0.81

FOC Supervisor/Program Manager (RV) $32.65 $33.42 0.98

FOC Supervisor/Program Manager (MW) $28.81 $33.42 0.86

Enterprise Network Administrator $31.56 $33.42 0.94

Lieutenant (MC) $33.87 $33.42 1.01

Lieutenant (JH) $34.36 $33.42 1.03

Lieutenant (TS) $34.86 $33.42 1.04

Assistant Prosecuting Attorney II (SI) $34.37 $35.93 0.96

Assistant Prosecuting Attorney II (JW) $34.37 $35.93 0.96

Director of Department on Aging $35.54 $35.93 0.99

Deputy Director - Human Resources $35.54 $35.93 0.99

Director of Fleet and Facilities Operations $34.50 $35.93 0.96

Assistant Friend of the Court $35.54 $35.93 0.99

Director of Health Education and Health Promotion $37.65 $35.93 1.05

Director of Personal and Preventive Health Services $32.23 $35.93 0.90

Senior Civil Engineer $42.45 $35.93 1.18

Parks Director $40.47 $39.52 1.02

II - 21

Exhibit 3

Jackson County



Position

Current

Wage

Recommended

Mid-Point

Compa-

Ratio

Attorney Magistrate $39.86 $39.52 1.01

Attorney Referee - Juvenile Court (AB) $39.27 $39.52 0.99

Attorney Referee - Juvenile Court (SM) $37.29 $39.52 0.94

Assistant Prosecuting Attorney III (CD) $36.44 $39.52 0.92

Assistant Prosecuting Attorney III (DN) $39.24 $39.52 0.99

Director of Operations $40.04 $39.52 1.01

Attorney/Domestic Relations Referee $40.45 $39.52 1.02

Captain (WB) $40.47 $39.52 1.02

Captain (RV) $40.47 $39.52 1.02

Youth Center Director $37.65 $39.52 0.95

Equalization Director $42.17 $43.47 0.97

District Court Administrator $45.74 $43.47 1.05

Undersheriff $42.05 $43.47 0.97

Assistant Prosecuting Attorney IV (KG) $43.46 $43.47 1.00

Assistant Prosecuting Attorney IV (NM) $44.11 $43.47 1.01

Assistant Prosecuting Attorney IV (JS) $44.11 $43.47 1.01

Finance Officer $39.28 $43.47 0.90

Circuit/Family/Probate Court Administrator $45.74 $45.64 1.00

Director of Human Resources $47.82 $45.64 1.05

Friend of the Court $44.40 $45.64 0.97

Director of Information Technologies $49.26 $45.64 1.08

Transportation Managing Director $50.15 $50.21 1.00

Deputy County Administrator $49.26 $50.21 0.98

Chief Assistant Prosecuting Attorney $46.53 $50.21 0.93

Health Officer - Director of Health Integration $48.53 $50.21 0.97

OVERALL COMPA-RATIO AVERAGE - 0.96

A compa-ratio of less than one is below the range midpoint, or market average, and a number

greater than one indicates a salary exceeding the midpoint. Exhibit 3 shows that Jackson

County’s employees (considered in aggregate) are paid, as estimated, 96% of what their

counterparts in comparable counties (and other market comparables) earn, or roughly 4% below

the estimated market average.

MOVING EMPLOYEES THROUGH THE RANGE OVER TIME

As previously discussed, with market competitive pay ranges in place, the County will need to

II - 22

establish a plan for moving employees through the pay ranges over time. As mentioned, Jackson

County currently uses a traditional step system. This type of system provides a rational basis for

determining salary adjustments and moving employees through the ranges, thereby

acknowledging time on the job and increased proficiency (as previously illustrated in Chart 1).

To facilitate implementation of the new pay system, the following Exhibit 4 illustrates a step-

system option for Jackson County.

The example step system shown in Exhibit 4 contains five steps. As discussed earlier in the

report, the pay ranges are 25% in width. We have selected five steps for the example because this

is the number currently used for non-union employees and union groups included in the Exhibit

1 pay grade structure (Note: The Assistant Prosecutor’s Association is an exception with eight

steps).

In fact, the County could use any number of steps. Further, the progression system could be

changed to allow employees to reach the next step, or maximum, more quickly. This is the case

in most Michigan counties (where annual step increases are common) and certainly is an option

that could be considered. Related to this, the current Jackson County approach of spreading step

increases over such a long period of time (i.e. 15 years) is unique in our experience with county

government studies and may not offer the flexibility needed to properly reward and incentivize

employees that are increasing their expertise and productivity at a much faster rate than the

current step/pay system provides for.

It must be noted that a change to an accelerated range progression, or an increase in the number

of steps, would have cost implications. At present, employees in these groups receive step

increases at 3, 5, 10 and 15 years of roughly 4.2% for each increase. Our suggestion for a wider

range will result in higher percentage increases presuming the same five-step system (Albeit,

with lower starting salaries for those hired at range minimum). Moving to a greater number of

steps would serve to frontload pay increases (and employee costs) to a greater extent.

Summarily, the number of steps and target dates at which step increases are achieved is a

negotiable item. In this sense, the example that we have provided is only a starting point from

which negotiations and decision-making can proceed. We do suggest that the County strongly

consider adopting the 25% range width that we have used for the example. At first glance, it

would appear that this option would greatly increase the cost value of each step since it is a wider

range. However, as stated earlier in the report, the pay ranges have been built from a comparison

of salary range maximums in the labor market. In this situation, the suggestion for a wider range

impacts only range minimum (i.e. new employees may start lower) and does not increase the top

end of the range. It should also be noted that administration should be given maximum flexibility

to hire non-union employees at any level of the pay range – thus negating potential hiring issues

that might be caused by a tight labor market.

II - 23

Exhibit 4

Jackson County


Traditional Step System – Current 5 Step Replication (Hourly)

Min

Midpoint

Max

Grade Step 1

(hire)

Step 2

(3 yrs.)

Step 3

(5 yrs.)

Step 4

(10 yrs.)

Step 5

(15 yrs.)

A $11.39 $12.10 $12.81 $13.52 $14.23

B $13.09 $13.91 $14.73 $15.55 $16.37

C $14.08 $14.96 $15.84 $16.72 $17.60

D $15.13 $16.08 $17.02 $17.97 $18.92

E $15.89 $16.88 $17.88 $18.87 $19.86

F $16.68 $17.73 $18.77 $19.81 $20.85

G $17.93 $19.06 $20.18 $21.30 $22.42

H $18.83 $20.01 $21.19 $22.36 $23.54

I $20.24 $21.51 $22.77 $24.04 $25.30

J $21.26 $22.58 $23.91 $25.24 $26.57

K $23.38 $24.84 $26.30 $27.77 $29.23

L $25.72 $27.33 $28.93 $30.54 $32.15

M $28.29 $30.06 $31.83 $33.60 $35.36

N $29.71 $31.56 $33.42 $35.28 $37.13

O $31.93 $33.93 $35.93 $37.92 $39.92

P $35.13 $37.32 $39.52 $41.71 $43.91

Q $38.64 $41.06 $43.47 $45.89 $48.30

R $40.57 $43.11 $45.64 $48.18 $50.72

S $44.63 $47.42 $50.21 $53.00 $55.79

PLACEMENT OF EXISTING EMPLOYEES WITHIN THE NEW PAY GRADE

STRUCTURE

Implementation of the pay grade structure will be subject to Board acceptance for non-union

positions and successful negotiation for union positions. When these actions are completed, it

will be necessary to place employees on a step within the new pay structure. By way of

explanation, employees are now positioned on steps within the old/current systems. Whether the

County adopts Exhibit 4 or some other variation, the step values will not be the same. For the

overwhelming majority of employees, some salary adjustment will need to be done to align them

on a step within the new system.

One common method would be to move each employee to the next highest step in their

respective salary ranges. This will result in an initial pay increase that will vary from employee

to employee depending on their current distance from the next highest step. However, the

primary purpose of this approach is to establish the pay system and the relative positioning of

each employee within a suggested step level within the new pay ranges.

II - 24

While recognizing that conditions will change before actual implementation, it is our intention

to provide some preliminary cost estimate for the above adjustment. Later update will be

needed; our objective is to provide only a starting point.

Related to this, the following Exhibit 5 contains a cost estimation for system implementation

consistent with the Exhibit 4 step system illustrated above. Key features include the following:

All green-circled employees have been moved to the minimum of the assigned pay

range.

The five red circled employees (whose wages are above range maximum) are placed at

maximum for their respective ranges since there can be no placement to the next highest

step.

All other employees are moved to the next highest step above current wage.

As seen in the totals, this approach would result in an hourly cost of $281.77 for all employees

(assuming all current part-time hours were continued for one year). If translated to a dollar

amount, the total cost for initial implementation is estimated at $552,633.29.

Exhibit 5

Jackson County


Costing Analysis – Move All Employees to Next Highest Step

Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Food Transporter (KH) $11.39 A 1 $11.39 $0.00 1,404 $0.00

Food Transporter (DR) $12.91 A 4 $13.52 $0.61 1,404 $856.44

Stockperson/Custodian $11.39 A 1 $11.39 $0.00 1,404 $0.00

Home Care Worker (WB) $11.51 A 2 $12.10 $0.59 1,404 $828.36

Home Care Worker (LC) $12.39 A 3 $12.81 $0.42 1,404 $589.68

Home Care Worker (CG) $11.51 A 2 $12.10 $0.59 1,404 $828.36

Home Care Worker (KH) $11.51 A 2 $12.10 $0.59 1,404 $828.36

Home Care Worker (CK) $13.05 A 4 $13.52 $0.47 1,404 $659.88

Home Care Worker (SM) $13.05 A 4 $13.52 $0.47 1,404 $659.88

Home Care Worker (JP) $11.51 A 2 $12.10 $0.59 1,404 $828.36

Home Care Worker (JS) $13.25 A 4 $13.52 $0.27 1,404 $379.08

Home Care Worker (AT) $13.25 A 4 $13.52 $0.27 1,404 $379.08

Home Care Worker (DT) $12.39 A 3 $12.81 $0.42 1,404 $589.68

Home Care Worker (TW) $11.51 A 2 $12.10 $0.59 1,404 $828.36

Cook - DOA, YC (TC) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Cook - DOA, YC (KH) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Cook - DOA, YC (PJ) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

II - 25

Exhibit 5

Jackson County


Costing Analysis – Move All Employees to Next Highest Step (cont’d)

Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Cook - DOA, YC (LM) $14.31 B 3 $14.73 $0.42 2,080 $873.60

Cook - DOA, YC (MP) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Cook - DOA, YC (LSS) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Cook - DOA, YC (NS) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Cook - DOA, YC (LAS) $13.19 B 2 $13.91 $0.72 2,080 $1,504.01

Cook - DOA, YC (MR) $12.26 B 1 $13.09 $0.83 1,404 $1,165.32

Maintenance Worker I - Facilities (LB) $12.26 B 1 $13.09 $0.83 2,080 $1,726.40

Maintenance Worker I - Facilities (MH) $12.26 B 1 $13.09 $0.83 2,080 $1,726.40

Maintenance Worker I - Facilities (DJ) $12.26 B 1 $13.09 $0.83 2,080 $1,726.40

Maintenance Worker I - Facilities (DL) $12.26 B 1 $13.09 $0.83 2,080 $1,726.40

Maintenance Worker I - Facilities (KT) $14.31 B 3 $14.73 $0.42 2,080 $873.60

File Clerk - District Court $15.39 C 3 $15.84 $0.45 2,080 $936.00

File/Imaging Clerk - FOC $13.05 C 1 $14.08 $1.03 2,080 $2,142.40

Animal Shelter Attendant (SC) $12.26 C 1 $14.08 $1.82 2,080 $3,785.60

Animal Shelter Attendant (AR) $12.26 C 1 $14.08 $1.82 1,404 $2,555.28

Animal Shelter Attendant (JS) $12.26 C 1 $14.08 $1.82 1,404 $2,555.28

Hearing/Vision Technician (JC) $16.06 D 2 $16.08 $0.02 1,404 $28.08

Hearing/Vision Technician (MK) $14.17 D 1 $15.13 $0.96 1,404 $1,347.84

Hearing/Vision Technician (MS) $16.06 D 2 $16.08 $0.02 2,080 $41.60

WIC Breast Feeding/Peer Counselor (SD) $14.32 D 1 $15.13 $0.81 1,404 $1,137.24

WIC Breast Feeding/Peer Counselor (AT) $14.32 D 1 $15.13 $0.81 1,404 $1,137.24

Imaging/Data Entry Clerk - Register of

Deeds (JC) $14.17 D 1 $15.13 $0.96 2,080 $1,996.80


Deeds (TW) $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Deputy County Clerk (AP) $16.06 D 2 $16.08 $0.02 2,080 $41.60

Deputy County Clerk (JB) $16.06 D 2 $16.08 $0.02 2,080 $41.60

Deputy County Clerk (LD) $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Deputy County Clerk (NH) $16.06 D 2 $16.08 $0.02 2,080 $41.60

Deputy County Clerk (LK) $15.25 D 2 $16.08 $0.83 2,080 $1,726.40

Deputy County Clerk (LS) $16.06 D 2 $16.08 $0.02 2,080 $41.60

Deputy County Clerk (TS) $14.17 D 1 $15.13 $0.96 1,404 $1,347.84

Deputy Probate Register - Probate Court $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Data Entry/Property Description Clerk $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Administrative Assistant - Jury/Elections $14.32 D 1 $15.13 $0.81 1,404 $1,137.24

II - 26

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Office Services Specialist - Transportation $14.32 D 1 $15.13 $0.81 2,080 $1,684.80

Records Clerk - Sheriff $16.06 D 2 $16.08 $0.02 2,080 $41.60

Accounting Clerk/Telecommunications

Operator $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Administrative Clerk (CK) $16.54 D 3 $17.02 $0.48 2,080 $998.40

Administrative Clerk (PM) $15.25 D 2 $16.08 $0.83 1,404 $1,165.32

Administrative Clerk (MA) $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Administrative Clerk (JC) $16.06 D 2 $16.08 $0.02 2,080 $41.60

Administrative Clerk (DD) $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Administrative Clerk (LM) $14.17 D 1 $15.13 $0.96 1,404 $1,347.84

Administrative Clerk (KM) $14.17 D 1 $15.13 $0.96 1,404 $1,347.84

Administrative Clerk (PJ) $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Administrative Clerk (SS) $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Administrative Clerk (HF) $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Administrative Clerk (JG) $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Administrative Clerk (TG) $16.54 D 3 $17.02 $0.48 2,080 $998.40

Administrative Clerk (WH) $16.54 D 3 $17.02 $0.48 2,080 $998.40

Administrative Clerk (AH) $15.25 D 2 $16.08 $0.83 2,080 $1,726.40

Administrative Clerk (TH) $16.54 D 3 $17.02 $0.48 2,080 $998.40

Administrative Clerk (KJ) $14.17 D 1 $15.13 $0.96 1,404 $1,347.84

Administrative Clerk (SJ) $14.17 D 1 $15.13 $0.96 2,080 $1,996.80

Administrative Clerk (TL) $15.25 D 2 $16.08 $0.83 2,080 $1,726.40

Administrative Clerk (AM) $16.54 D 3 $17.02 $0.48 2,080 $998.40

Administrative Clerk (CP) $16.54 D 3 $17.02 $0.48 1,404 $673.92

Administrative Clerk (DS) $14.17 D 1 $15.13 $0.96 2,080 1996.8

Administrative Clerk (AT) $16.06 D 2 $16.08 $0.02 1,404 $28.08

Account Clerk - Health $16.30 D 3 $17.02 $0.72 2,080 $1,497.60

Senior Center Specialist $16.47 D 3 $17.02 $0.55 1,404 $772.20

Deputy County Clerk - Court Clerk (CM) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Deputy County Clerk - Court Clerk (NA) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Deputy County Clerk - Court Clerk (NB) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Deputy County Clerk - Court Clerk (SC) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Deputy County Clerk - Court Clerk (KH) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Mechanic II - Parks $19.95 E $0.00 2,080 $0.00

Deputy District Court Clerk (AB) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

II - 27

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Deputy District Court Clerk (MH) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Deputy District Court Clerk (JH) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Deputy District Court Clerk (YK) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Deputy District Court Clerk (KK) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Deputy District Court Clerk (LM) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Deputy District Court Clerk (PN) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Deputy District Court Clerk (MO) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Deputy District Court Clerk (JP) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Deputy District Court Clerk (EP) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Deputy District Court Clerk (LP) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Deputy District Court Clerk (JR) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Deputy District Court Clerk (JT) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Deputy District Court Clerk (JW) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60


(SF) $17.78 E 3 $17.88 $0.10 2,080 $208.00


(SR) $17.52 E 3 $17.88 $0.36 2,080 $748.80


(AB) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80


(AF) $16.23 E 2 $16.88 $0.65 2,080 $1,352.00


(KWP) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80


(CP) $17.26 E 3 $17.88 $0.62 1,404 $870.48


(KP) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80


(BW) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Legal Secretary - Prosecutor's Office (HF) $17.52 E 3 $17.88 $0.36 2,080 $748.80

Legal Secretary - Prosecutor's Office (JG) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Legal Secretary - Prosecutor's Office (SH) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Legal Secretary - Prosecutor's Office (KM) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Legal Secretary - Prosecutor's Office (MO) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Legal Secretary - Prosecutor's Office (DP) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60

Legal Secretary - Prosecutor's Office (VP) $17.78 E 3 $17.88 $0.10 2,080 $208.00

Account/Data Processing Clerk - FOC (SB) $17.78 E 3 $17.88 $0.10 2,080 $208.00

II - 28

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized


(LB) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60


(KD) $17.52 E 3 $17.88 $0.36 2,080 $748.80


(AF) $16.39 E 2 $16.88 $0.49 2,080 $1,019.20


(TAP) $17.52 E 3 $17.88 $0.36 2,080 $748.80


(TMP) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60


(EW) $17.26 E 3 $17.88 $0.62 2,080 $1,289.60


(HW) $15.23 E 1 $15.89 $0.66 2,080 $1,372.80

Accounts Payable Clerk $16.30 E 2 $16.88 $0.58 1,404 $814.32

Airport Maintenance Worker III $19.12 F 4 $19.81 $0.69 2,080 $1,435.20

Maintenance Worker III - Parks $16.37 F 1 $16.68 $0.31 2,080 $644.80

Landfill Maintenance Coordinator $16.37 F 1 $16.68 $0.31 2,080 $644.80

Administrative Secretary - JNET $18.75 F 3 $18.77 $0.02 2,080 $41.60

Administrative Assistant - Pension $17.78 F 3 $18.77 $0.99 1,404 $1,389.96

Secretary (AH) $17.78 F 3 $18.77 $0.99 2,080 $2,059.20

Secretary (KW) $15.25 F 1 $16.68 $1.43 2,080 $2,974.40

Secretary (LD) $16.54 F 1 $16.68 $0.14 2,080 $291.20

Secretary (TC) $18.75 F 3 $18.77 $0.02 2,080 $41.60

Secretary (TE) $18.75 F 3 $18.77 $0.02 2,080 $41.60

Secretary (JG) $18.75 F 3 $18.77 $0.02 2,080 $41.60

Secretary (LM) $18.75 F 3 $18.77 $0.02 2,080 $41.60

Senior Clerk-Register of Deeds $18.56 F 3 $18.77 $0.21 2,080 $436.80

Senior Account Clerk/Office Coordinator -

Health $19.12 F 4 $19.81 $0.69 2,080 $1,435.20


(KB) $19.12 F 4 $19.81 $0.69 2,080 $1,435.20


(MB) $18.56 F 3 $18.77 $0.21 2,080 $436.80


(LW) $18.56 F 3 $18.77 $0.21 2,080 $436.80

Assistant Victim Rights Coordinator $21.67 G 5 $22.42 $0.75 2,080 $1,560.00

Administrative Assistant - Parks $20.76 G 4 $21.30 $0.54 2,080 $1,123.20

II - 29

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Director of Safety/Permit Agent $19.32 G 3 $20.18 $0.86 2,080 $1,788.80

Jury Coordinator $22.32 G 5 $22.42 $0.10 2,080 $208.00

Senior Administrative Secretary - Circuit

Court $20.46 G 4 $21.30 $0.84 2,080 $1,747.20

Administrative Assistant/Team

Coordinator - FOC $20.76 G 4 $21.30 $0.54 2,080 $1,123.20

Veterinarian Technician $17.78 G 1 $17.93 $0.15 1,404 $210.60

Assistant Chief Deputy County Clerk $20.15 G 3 $20.18 $0.03 2,080 $62.40

Chief Deputy Probate Register $20.15 G 3 $20.18 $0.03 2,080 $62.40

Administrative Assistant - Youth Center $20.46 G 4 $21.30 $0.84 2,080 $1,747.20


(LC) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00


(RH) $20.55 G 4 $21.30 $0.75 2,080 $1,560.00


(KH) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00


(TH) $19.95 G 3 $20.18 $0.23 2,080 $478.40


(DH) $19.95 G 3 $20.18 $0.23 2,080 $478.40


(AS) $18.94 G 2 $19.06 $0.12 2,080 $249.60


(KS) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00

Senior Account Clerk - Family Court $20.55 G 4 $21.30 $0.75 2,080 $1,560.00

Legal Secretary/Caseworker - Child

Support Division $20.55 G 4 $21.30 $0.75 2,080 $1,560.00

Youth Specialist (GA) $20.25 G 4 $21.30 $1.05 1,404 $1,474.20

Youth Specialist (SB) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00

Youth Specialist (KB) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00

Youth Specialist (AB) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (RB) $17.60 G 1 $17.93 $0.33 2,080 $682.24

Youth Specialist (LB) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00

Youth Specialist (KD) $20.55 G 4 $21.30 $0.75 2,080 $1,560.00

Youth Specialist (DE) $20.55 G 4 $21.30 $0.75 2,080 $1,560.00

Youth Specialist (RE) $19.95 G 3 $20.18 $0.23 1,404 $322.92

Youth Specialist (JG) $20.25 G 4 $21.30 $1.05 2,080 $2,184.00

II - 30

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Youth Specialist (KH) $19.95 G 3 $20.18 $0.23 2,080 $478.40

Youth Specialist (SH) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (PJ) $20.25 G 4 $21.30 $1.05 1,404 $1,474.20

Youth Specialist (KL) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (DM) $17.60 G 1 $17.93 $0.33 2,080 $686.40

Youth Specialist (KR) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (RS) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (ST) $17.60 G 1 $17.93 $0.33 2,080 $686.40

Youth Specialist (RT) $17.60 G 1 $17.93 $0.33 1,404 $463.32

Youth Specialist (TW) $19.95 G 3 $20.18 $0.23 2,080 $478.40

Youth Specialist (JN) $17.60 G 1 $17.93 $0.33 2,080 $686.40

Tax Specialist (MB) $22.09 H 4 $22.36 $0.27 2,080 $561.60

Tax Specialist (JL) $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Tax Specialist (LL) $21.45 H 4 $22.36 $0.91 2,080 $1,892.80

Tax Specialist (CT) $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Enforcement Specialist (TB) $22.09 H 4 $22.36 $0.27 2,080 $561.60

Enforcement Specialist (TJ) $21.77 H 4 $22.36 $0.59 2,080 $1,227.20

Enforcement Specialist (BZ) $21.77 H 4 $22.36 $0.59 2,080 $1,227.20

Enforcement Specialist (JB) $21.77 H 4 $22.36 $0.59 2,080 $1,227.20

Court Recorder/Judicial Secretary (SM) $20.58 H 3 $21.19 $0.61 2,080 $1,268.80

Court Recorder/Judicial Secretary (JM) $22.32 H 4 $22.36 $0.04 2,080 $83.20

Court Recorder/Judicial Secretary (RP) $21.99 H 4 $22.36 $0.37 2,080 $769.60

Court Recorder/Judicial Secretary (SS) $21.99 H 4 $22.36 $0.37 2,080 $769.60

Judicial Secretary (PC) $20.46 H 3 $21.19 $0.73 2,080 $1,518.40

Judicial Secretary (TC) $20.76 H 3 $21.19 $0.43 2,080 $894.40

Judicial Secretary (DS) $20.15 H 3 $21.19 $1.04 2,080 $2,163.20

Judicial Secretary (RW) $20.76 H 3 $21.19 $0.43 2,080 $894.40

Elections Director $21.67 H 4 $22.36 $0.69 2,080 $1,435.20

Airport Maintenance Technician $22.10 H 4 $22.36 $0.26 2,080 $544.96

Facilities Maintenance Technician (LG) $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Facilities Maintenance Technician (TB) $22.09 H 4 $22.36 $0.27 2,080 $561.60

Facilities Maintenance Technician (AH) $20.36 H 3 $21.19 $0.83 2,080 $1,726.40

Facilities Maintenance Technician (AM) $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Facilities Maintenance Technician (JR) $21.77 H 4 $22.36 $0.59 2,080 $1,227.20

Facilities Maintenance Technician (KS) $22.09 H 4 $22.36 $0.27 2,080 $561.60

II - 31

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Assistant WIC Coordinator $22.32 H 4 $22.36 $0.04 2,080 $83.20

Mapping Specialist $20.25 H 3 $21.19 $0.94 2,080 $1,955.20

Parks Maintenance Technician $21.77 H 4 $22.36 $0.59 2,080 $1,227.20

Administrative Assistant - Sheriff $22.32 H 4 $22.36 $0.04 2,080 $83.20

Enrichment Specialist $20.58 H 3 $21.19 $0.61 2,080 $1,268.80

Youth Services Coordinator (PH) $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Youth Services Coordinator (LM) $20.36 H 3 $21.19 $0.83 2,080 $1,726.40

Recovery Court Coordinator $18.92 H 2 $20.01 $1.09 2,080 $2,267.20

Outreach Specialist - DOA (CA) $19.12 H 2 $20.01 $0.89 1,404 $1,249.56

Outreach Specialist - DOA (AM) $21.67 H 4 $22.36 $0.69 1,404 $968.76

Outreach Specialist - DOA (LS) $19.12 H 2 $20.01 $0.89 1,404 $1,249.56

Lead Fleet Mechanic - Sheriff $23.75 I 4 $24.04 $0.29 2,080 $603.20

Administrative Assistant - County

Administrator $21.67 I 3 $22.77 $1.10 2,080 $2,288.00

Golf Course Coordinator $23.74 I 4 $24.04 $0.30 2,080 $624.00

Administrative Assistant - Health $23.99 I 4 $24.04 $0.05 2,080 $104.00

Real & Personal Property Appraiser II (LB) $21.77 I 3 $22.77 $1.00 2,080 $2,080.00

Real & Personal Property Appraiser II

(KO) $18.92 I 1 $20.24 $1.32 2,080 $2,745.60

Facilities/Fleet Administrative Operations

Supervisor $22.12 I 3 $22.77 $0.65 2,080 $1,352.00

Social Worker - DOA (LB) $20.55 I 2 $21.51 $0.96 1,404 $1,347.84

Social Worker - DOA (LK) $23.29 I 4 $24.04 $0.75 2,080 $1,560.00

Social Worker - DOA (LR) $23.64 I 4 $24.04 $0.40 1,404 $561.60

Investigator - Prosecutor's Office $20.34 I 2 $21.51 $1.17 1,404 $1,642.68

Bailiff/Research Clerk - Circuit Court

(MK) $18.92 I 1 $20.24 $1.32 1,404 $1,853.28

Bailiff/Research Clerk - Circuit Court (EP) $18.92 I 1 $20.24 $1.32 1,404 $1,853.28

Bailiff/Research Clerk - Circuit Court (MS) $18.92 I 1 $20.24 $1.32 1,404 $1,853.28

Bailiff/Research Clerk - Circuit Court (MZ) $18.92 I 1 $20.24 $1.32 1,404 $1,853.28

Assistant Contracts and Purchasing

Manager $22.10 J 2 $22.58 $0.48 2,080 $998.40

Bench Warrant Officer - FOC $21.86 J 2 $22.58 $0.72 2,080 $1,497.60

Enforcement Officer - District Court $21.86 J 2 $22.58 $0.72 2,080 $1,497.60


Treasurer $25.04 J 4 $25.24 $0.20 2,080 $416.00

Administrative Assistant - Circuit Court $25.79 J 5 $26.57 $0.78 2,080 $1,622.40

II - 32

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Administrative Assistant - Medical

Examiner $25.79 J 5 $26.57 $0.78 2,080 $1,622.40

Assessing Specialist $24.78 J 4 $25.24 $0.46 2,080 $956.80

Engineering Technician $23.99 J 4 $25.24 $1.25 2,080 $2,600.00

GIS Analyst/Developer $25.04 J 4 $25.24 $0.20 2,080 $416.00

Victim Rights Coordinator $26.90 J $0.00 2,080 $0.00

Pension Coordinator $26.92 K 4 $27.77 $0.85 2,080 $1,768.00

Human Resources Specialist (MB) $25.56 K 3 $26.30 $0.74 2,080 $1,539.20

Human Resources Specialist (KR) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Human Resources Specialist (KT) $27.32 K 4 $27.77 $0.45 2,080 $936.00

Chief Deputy Register of Deeds $27.73 K 4 $27.77 $0.04 2,080 $83.20

Nutritionist (EK) $25.56 K 3 $26.30 $0.74 1,404 $1,038.96

Nutritionist (EL) $26.92 K 4 $27.77 $0.85 2,080 $1,768.00

Nutritionist (CZ) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Nutritionist (CH) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Real & Personal Property Appraiser III $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Sanitarian II (GB) $25.30 K 3 $26.30 $1.00 2,080 $2,080.00

Sanitarian II (CD) $23.50 K 2 $24.84 $1.34 2,080 $2,787.20

Sanitarian II (MF) $26.64 K 4 $27.77 $1.13 2,080 $2,350.40

Sanitarian II (DO) $26.64 K 4 $27.77 $1.13 2,080 $2,350.40

Social Worker - Health (JML) $25.56 K 3 $26.30 $0.74 2,080 $1,539.20

Social Worker - Health (JAL) $25.56 K 3 $26.30 $0.74 2,080 $1,539.20

Social Worker - Health (AS) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Veterans Service Officer $25.41 K 3 $26.30 $0.89 2,080 $1,851.20

Caseworker - FOC (KA) $25.53 K 3 $26.30 $0.77 2,080 $1,601.60

Caseworker - FOC (KD) $25.53 K 3 $26.30 $0.77 2,080 $1,601.60

Caseworker - FOC (MF) $24.78 K 2 $24.84 $0.06 1,404 $84.24

Caseworker - FOC (JM) $25.53 K 3 $26.30 $0.77 2,080 $1,601.60

Caseworker - FOC (JT) $25.53 K 3 $26.30 $0.77 2,080 $1,601.60

Caseworker - FOC (LT) $25.53 K 3 $26.30 $0.77 2,080 $1,601.60

Investigator - FOC $26.64 K 4 $27.77 $1.13 2,080 $2,350.40

Probation Agent (KC) $29.11 K 5 $29.23 $0.12 2,080 $249.60

Probation Agent (JC) $25.30 K 3 $26.30 $1.00 2,080 $2,080.00

Probation Agent (RD) $25.30 K 3 $26.30 $1.00 2,080 $2,080.00

Probation Agent (CH) $28.68 K 5 $29.23 $0.55 2,080 $1,144.00

II - 33

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Probation Agent (TS) $25.30 K 3 $26.30 $1.00 2,080 $2,080.00

Probation Agent (SV) $28.68 K 5 $29.23 $0.55 2,080 $1,144.00


(CC) $27.73 K 4 $27.77 $0.04 2,080 $83.20


(MH) $27.32 K 4 $27.77 $0.45 2,080 $936.00


(CP) $27.73 K 4 $27.77 $0.04 2,080 $83.20


(AS) $27.73 K 4 $27.77 $0.04 2,080 $83.20


(RS) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Assistant Network Administrator (SD) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Assistant Network Administrator (KD) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Assistant Network Administrator (DM) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Adoption Coordinator $27.73 K 4 $27.77 $0.04 2,080 $83.20

Counselor - DOA $27.73 K 4 $27.77 $0.04 1,404 $56.16

Geriatric Mental Health Coordinator $27.32 K 4 $27.77 $0.45 2,080 $936.00

Health Educator (ND) $23.75 K 2 $24.84 $1.09 1,404 $1,530.36

Health Educator (AF) $26.92 K 4 $27.77 $0.85 1,404 $1,193.40

Health Educator (MH) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Health Educator (RR) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Health Educator (DS) $27.32 K 4 $27.77 $0.45 1,404 $631.80

Health Educator (AS) $27.73 K 4 $27.77 $0.04 1,404 $56.16

Health Educator (KU) $25.56 K 3 $26.30 $0.74 1,404 $1,038.96

Health Educator (JW) $27.73 K 4 $27.77 $0.04 2,080 $83.20

Probate Register $26.92 K 4 $27.77 $0.85 2,080 $1,768.00

Intensive Supervision Officer - District

Court $29.55 K $0.00 2,080 $0.00

Family Counselor $27.32 K 4 $27.77 $0.45 2,080 $936.00

In-Home Service Manager $27.32 K 4 $27.77 $0.45 2,080 $936.00

Home Care Supervisor $27.32 K 4 $27.77 $0.45 2,080 $936.00

Nutrition Services Manager $26.92 K 4 $27.77 $0.85 2,080 $1,768.00

Shift Supervisor - Youth Center (EH) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Shift Supervisor - Youth Center (MJ) $26.92 K 4 $27.77 $0.85 2,080 $1,768.00

Shift Supervisor - Youth Center (DK) $23.75 K 2 $24.84 $1.09 2,080 $2,267.20

Shift Supervisor - Youth Center (DM) $27.32 K 4 $27.77 $0.45 2,080 $936.00

II - 34

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Shift Supervisor - Youth Center (TT) $27.32 K 4 $27.77 $0.45 2,080 $936.00

Fair Manager $28.69 L 3 $28.93 $0.24 2,080 $499.20

State Trunklines Assistant Superintendent $27.73 L 3 $28.93 $1.20 2,080 $2,496.00

Emergency Preparedness Coordinator $28.69 L 3 $28.93 $0.24 2,080 $499.20

Contracts and Purchasing Manager -

Transportation $29.55 L 4 $30.54 $0.99 2,080 $2,059.20

Staff Accountant $23.75 L 1 $25.72 $1.97 2,080 $4,097.60

Maintenance Operations Supervisor $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Golf Superintendent $27.25 L 2 $27.33 $0.08 2,080 $166.40

Public Health Nurse (KB) $23.74 L 1 $25.72 $1.98 2,080 $4,118.40

Public Health Nurse (SC) $25.56 L 1 $25.72 $0.16 2,080 $332.80

Public Health Nurse (CC) $26.91 L 2 $27.33 $0.42 1,404 $589.68

Public Health Nurse (AG) $23.74 L 1 $25.72 $1.98 2,080 $4,118.40

Public Health Nurse (RJ) $26.91 L 2 $27.33 $0.42 1,404 $589.68

Public Health Nurse (TK) $23.74 L 1 $25.72 $1.98 1,404 $2,779.92

Public Health Nurse (MK) $26.91 L 2 $27.33 $0.42 1,404 $589.68

Public Health Nurse (TP) $26.91 L 2 $27.33 $0.42 2,080 $873.60

Public Health Nurse (LR) $26.91 L 2 $27.33 $0.42 1,404 $589.68

Public Health Nurse (MR) $26.91 L 2 $27.33 $0.42 1,404 $589.68

Public Health Nurse (DR) $26.91 L 2 $27.33 $0.42 2,080 $873.60

Public Health Nurse (SR) $27.73 L 3 $28.93 $1.20 2,080 $2,496.00

Public Health Nurse (MT) $27.73 L 3 $28.93 $1.20 2,080 $2,496.00

Investigator/Conciliator (TS) $31.24 L 5 $32.15 $0.91 2,080 $1,892.80

Investigator/Conciliator (JS) $28.79 L 3 $28.93 $0.14 2,080 $291.20

Investigator/Conciliator (NT) $31.24 L 5 $32.15 $0.91 2,080 $1,892.80

Systems Administrator $23.75 L 1 $25.72 $1.97 2,080 $4,097.60

Parks Superintendent $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Sanitarian Coordinator (JB) $29.26 L 4 $30.54 $1.28 2,080 $2,662.40

Sanitarian Coordinator (MH) $29.26 L 4 $30.54 $1.28 2,080 $2,662.40

WIC Nutritionist/Coordinator $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Fleet Manager $28.09 L 3 $28.93 $0.84 2,080 $1,747.20

Chief Deputy County Clerk $27.73 L 3 $28.93 $1.20 2,080 $2,496.00

Clinical Services Coordinator $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Community Health Coordinator $32.19 L $0.00 2,080 $0.00

Teen Pregnancy Prevention Coordinator $31.56 L 5 $32.15 $0.59 2,080 $1,227.20

II - 35

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Facilities Project Manager $26.44 L 2 $27.33 $0.89 2,080 $1,851.20

Database Administrator $28.69 L 3 $28.93 $0.24 2,080 $499.20

Enterprise Systems Support $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Intra-Internet Web Administrator $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Systems/Workflow Administrator $28.69 L 3 $28.93 $0.24 2,080 $499.20

Deputy Director - DOA $29.56 L 4 $30.54 $0.98 2,080 $2,038.40

Chief of Administrative Services -

Prosecutor's Office $28.69 L 3 $28.93 $0.24 2,080 $499.20

Senior Accountant/Finance $27.02 M 1 $28.29 $1.27 2,080 $2,641.60

Chief Deputy County Treasurer $31.09 M 3 $31.83 $0.74 2,080 $1,539.20

Court Services Manager (KE) $31.56 M 3 $31.83 $0.27 2,080 $561.60

Court Services Manager (RP) $31.09 M 3 $31.83 $0.74 2,080 $1,539.20

GIS Coordinator $31.55 M 3 $31.83 $0.28 2,080 $582.40

Assistant Director-Youth Center $31.56 M 3 $31.83 $0.27 2,080 $561.60

Caseworker Supervisor - Juvenile Court $31.56 N 2 $31.56 $0.00 2,080 $0.00

County Road Maintenance Superintendent $35.53 N 5 $37.13 $1.60 2,080 $3,328.00

State Trunklines Superintendent $33.64 N 4 $35.28 $1.64 2,080 $3,411.20

Airport Manager $33.14 N 3 $33.42 $0.28 2,080 $582.40

Chief Probation Officer $33.64 N 4 $35.28 $1.64 2,080 $3,411.20

Project Manager - Transportation $33.64 N 4 $35.28 $1.64 2,080 $3,411.20

Assistant Prosecuting Attorney I (KB) $25.21 N 1 $29.71 $4.50 2,080 $9,353.76

Assistant Prosecuting Attorney I (KM) $25.21 N 1 $29.71 $4.50 2,080 $9,360.00

Assistant Prosecuting Attorney I (JS) $24.44 N 1 $29.71 $5.27 2,080 $10,961.60

Assistant Prosecuting Attorney I (MW) $26.94 N 1 $29.71 $2.77 2,080 $5,761.60

FOC Supervisor/Program Manager (RV) $32.65 N 3 $33.42 $0.77 2,080 $1,601.60

FOC Supervisor/Program Manager (MW) $28.81 N 1 $29.71 $0.90 2,080 $1,872.00

Enterprise Network Administrator $31.56 N 2 $31.56 $0.00 2,080 $0.00

Lieutenant (MC) $33.87 N 4 $35.28 $1.41 2,080 $2,932.80

Lieutenant (JH) $34.36 N 4 $35.28 $0.92 2,080 $1,913.60

Lieutenant (TS) $34.86 N 4 $35.28 $0.42 2,080 $873.60

Assistant Prosecuting Attorney II (SI) $34.37 O 3 $35.93 $1.56 2,080 $3,244.80

Assistant Prosecuting Attorney II (JW) $34.37 O 3 $35.93 $1.56 2,080 $3,244.80

Director of Department on Aging $35.54 O 3 $35.93 $0.39 2,080 $811.20

Deputy Director - Human Resources $35.54 O 3 $35.93 $0.39 2,080 $811.20

Director of Environmental Health $34.71 O 3 $35.93 $1.22 2,080 $2,537.60

II - 36

Exhibit 5

Jackson County



Position

Current

Wage Grade

Next

Step Amount

Cost to

Move to

Next

Step

# of

Hours

per

Year

Cost to

Move to

Next Step

Annualized

Director of Fleet and Facilities Operations $34.50 O 3 $35.93 $1.43 2,080 $2,974.40

Assistant Friend of the Court $35.54 O 3 $35.93 $0.39 2,080 $811.20

Director of Health Education and Health

Promotion $37.65 O 4 $37.92 $0.27 2,080 $561.60

Director of Personal and Preventive Health

Services $32.23 O 2 $33.93 $1.70 2,080 $3,536.00

Senior Civil Engineer $42.45 O $0.00 2,080 $0.00

Parks Director $40.47 P 4 $41.71 $1.24 2,080 $2,579.20

Attorney Magistrate $39.86 P 4 $41.71 $1.85 2,080 $3,848.00

Attorney Referee - Juvenile Court (AB) $39.27 P 3 $39.52 $0.25 2,080 $520.00

Attorney Referee - Juvenile Court (SM) $37.29 P 2 $37.32 $0.03 2,080 $62.40

Assistant Prosecuting Attorney III (CD) $36.44 P 2 $37.32 $0.88 2,080 $1,830.40

Assistant Prosecuting Attorney III (DN) $39.24 P 3 $39.52 $0.28 2,080 $582.40

Director of Operations $40.04 P 4 $41.71 $1.67 2,080 $3,473.60

Attorney/Domestic Relations Referee $40.45 P 4 $41.71 $1.26 2,080 $2,620.80

Captain (WB) $40.47 P 4 $41.71 $1.24 2,080 $2,579.20

Captain (RV) $40.47 P 4 $41.71 $1.24 2,080 $2,579.20

Youth Center Director $37.65 P 3 $39.52 $1.87 2,080 $3,889.60

Equalization Director $42.17 Q 3 $43.47 $1.30 2,080 $2,704.00

District Court Administrator $45.74 Q 4 $45.89 $0.15 2,080 $312.00

Undersheriff $42.05 Q 3 $43.47 $1.42 2,080 $2,953.60

Assistant Prosecuting Attorney IV (KG) $43.46 Q 3 $43.47 $0.01 2,080 $20.80

Assistant Prosecuting Attorney IV (NM) $44.11 Q 4 $45.89 $1.78 2,080 $3,702.40

Assistant Prosecuting Attorney IV (JS) $44.11 Q 4 $45.89 $1.78 2,080 $3,702.40

Finance Officer $39.28 Q 2 $41.06 $1.78 2,080 $3,702.40

Circuit/Family/Probate Court

Administrator $45.74 R 4 $48.18 $2.44 2,080 $5,075.20

Director of Human Resources $47.82 R 4 $48.18 $0.36 2,080 $748.80

Friend of the Court $44.40 R 3 $45.64 $1.24 2,080 $2,579.20

Director of Information Technologies $49.26 R 5 $50.72 $1.46 2,080 $3,036.80

Transportation Managing Director $50.15 S 3 $50.21 $0.06 2,080 $124.80

Deputy County Administrator $49.26 S 3 $50.21 $0.95 2,080 $1,976.00

Chief Assistant Prosecuting Attorney $46.53 S 2 $47.42 $0.89 2,080 $1,851.20

Health Officer - Director of Health

Integration $48.53 S 3 $50.21 $1.68 2,080 $3,494.40

TOTAL COST OF IMPLEMENTATION $281.77 $552,633.29

II - 37

Notes to Exhibit 5:

For estimating purposes, all part-time employee annual rates are calculated at 1,404 hours per year or 27 hours per week. Some later

adjustment will be needed if a more definitive estimate is desired.

Green indicates that this incumbent in the listed classification has a wage lower than the recommended wage minimum.

Red indicates that the incumbent in the listed classification has a wage higher than the recommended wage maximum.

As noted above, the total cost to move all employees to the next highest step would be

$552,633.29. This would be done as a means of correlating the wages of employees to the steps

included in the new pay system. The above is only an example. Should the County decide upon a

different pay range width or number of steps, the calculation will need to be redone to those

particular conditions.

For the example above, the cost breakdown per bargaining unit is as follows:

Employee Group Cost to Next Highest Step

AFSCME Local 2098 $243,210.93

Assistant Prosecutors Association $51,764.96

Attorney Referee/Magistrates Association $7,051.20

District Court Probation Agents $8,777.60

Michigan Nurses Association $21,037.12

Non-Union $220,791.48

Grand Total $552,633.29

PLACING NEW EMPLOYEES IN THE PAY SYSTEM

For new positions, original appointment to any position will ideally be made at the minimum rate

of the suggested pay range. Advancement can then proceed through successive increases.

However, each new hire will inevitably be unique, and may in fact represent a situation in which

greater experience and expertise are objectives in recruitment. Moreover, a shortage may exist in

the labor pool for some positions, thus dictating the need to offer a higher salary. Therefore, each

new hire should be assessed individually and placed at a range level consistent with the County’s

needs and market demands. In light of the competitive environment for some professional

positions, we would suggest that the County retain a high level of latitude in assessing individual

situations and new hires.

INTEGRATING A PERFORMANCE EVALUATION SYSTEM FOR KEY

ADMINISTRATIVE OR EXECUTIVE PERSONNEL

Increasingly, counties and other governments are in competition for key administrative or

executive personnel. In some organizations, this has prompted the adoption of performance

evaluation systems linked to merit pay for particular positions.

This can be very difficult to achieve in county government due to the multitude of departments

and decentralization of authority and decision-making. However, there is certainly value to this

approach if an effective performance evaluation system can be achieved.

II - 38

As an example, should the County decide to continue its use of the traditional step system, an

annual performance evaluation process could be incorporated to promote a merit-based range

progression to achieving step increases for executive level positions. Using this approach, the

County would need to determine the number of steps to be awarded based on each evaluation

ranking.

For example:

Excellent: 1 step

Above Average: 1/2 step

Satisfactory: 0 step

Below Average: 0 step

Unsatisfactory: 0 steps

If the County were to adopt an open range approach (as opposed to step system), performance

levels could be assigned a percentage increase. Executives achieving a particular evaluation

ranking would then have their base wage increased by the appropriate percentage.

For example:

Excellent: 3.00%

Above Average: 2.00%

Satisfactory: 1.00%

Below Average: 0.00%

Unsatisfactory: 0.00%

Essentially there are multiple ways to structure pay to recognize performance – these are but two

examples. However, the reliability and equity of any system would be dependent on the quality

of the performance evaluation. There is a reason step systems are used so frequently in county

government. Performance evaluation requires a central authority to address issues such as rater

bias and the relative ranking of employees. County government, by virtue of its diffuse political

structure is not structured to accommodate the central authority that is typically needed.

SECTION III

CLASSIFICATION AND COMPENSATION SYSTEM

MAINTENANCE

III - 1

SECTION III

CLASSIFICATION AND COMPENSATION SYSTEM MAINTENANCE

A classification and compensation program, once designed and implemented, is not self-

sustaining. It needs proper maintenance to continue to serve its purpose. Maintaining the

program requires reviewing, adjusting and controlling salary structures so they continue to be

effective. Key points are discussed below.

MAINTAINING THE PAY GRADE STRUCTURE

As a result of reorganization, new programs or changes in management procedures, new jobs

may be established and the complexity of existing jobs may change.

For new positions, the County should use Appendix A to define the particular duties of the

position and create an accurate job description. For altered positions, differences like increased

requirements for education and/or experience, an increase in the technical nature of the job, new

requirements for a specialized skill, additional supervisory responsibilities or other significant

changes could warrant a reevaluation of the grade assignment. The job evaluation plan contained

in Appendix B can be used to evaluate both new and altered positions for proper classification.

UPDATING THE COMPENSATION PLAN

Economic conditions, the availability of people, and the prevailing labor market rates will all

impact salary structures. To accurately reflect the labor market, the compensation plan must be

reviewed and adjusted annually.

In this sense, pay adjustments will be a two-step process:

1. A general “across the board” adjustment to each pay range should be made to reflect

inflationary or cost of living increases;

2. Individual-level adjustments based on steps should then be considered.

To adjust the pay plan, the County could consider utilizing the Consumer Price Index (CPI).

Related, there are a number of CPI indices that are reported. If this approach is taken, the County

should consider the CPI-U for the Midwest Region for the annual update.

However, by all indications, the wage market is tightening and wages are increasing at a much

faster rate than CPI or other inflation indicators. Until such time that balance is restored to these

economic indicators, the County would be better served to use another metric. As one option, the

County could survey the market comparable organizations listed in Appendix C and query each

on the increase in pay ranges effective for the new calendar or fiscal year.

III - 2

Whichever approach is used, the first adjustment to the salary ranges should be made at the

beginning of the 2017 fiscal year (i.e. January 1, 2017). It should be noted that range increases

do not necessarily equate to pay increases; this latter point is a matter to be decided by the

County.

As the system ages and operations and duties continue to evolve, the pay system will eventually

need major update and revision. When this becomes apparent, a full study should be conducted

to check the adequacy of pay rates and the appropriateness of job descriptions. The typical life

cycle of a pay plan is ten years if properly maintained.

SECTION IV

NARRATIVE EMPLOYEE BENEFITS COMPARISON

IV - 1

SECTION IV

NARRATIVE EMPLOYEE BENEFITS COMPARISON

In addition to pay data, employee benefit information was also solicited from the counties

included in our survey grouping. The collected information (summarized in Appendix E) has not

been utilized in developing the pay structure. Essentially, it is provided as supplementary

information, which may assist Jackson County in determining relative comparability. Benefits

can generally be viewed as a compliment to the base salary. If benefit levels are generous, an

organization may choose to maintain employees at a lower level of the pay range. In contrast,

lower benefit levels may be offset by higher salaries.

For the benefits comparison, we have requested the surveyed counties’ administrative non-union

offerings. In reviewing the benefits data (contained in Appendix E), we have noted the

following:

PAID TIME OFF

"Paid time off" typically includes holidays, vacation leave, personal days and sick time.

Findings include the following:

A five-year employee at Jackson County receives 31 combined (potential) off-days per

annum while the average five-year employee in the other governments receives

approximately 39 days. In this area, Jackson County is below the average of the other

governments reporting. Much of this differential is due to Jackson County’s use of a

Personal Time Off (PTO) system in which sick time is eliminated and employees are

allowed greater discretion in off-time use. Three other surveyed counties have also

adopted a PTO system. The advantages to the employee are obvious – for the counties,

the change to PTO is generally accompanied by lesser levels of potential off-time as well

as elimination or reduction of banked accruals, payouts and booked liability more

generally.

In regard to sick time payouts, all but two of the surveyed municipalities still offering

sick-time have either annual or retirement payouts for unused time, or both. These

payouts typically provide one-half value for days sold but there are other formulas as

seen in Appendix E. In one case (Washtenaw County) there is no limit on accrual or

payout, creating what is essentially a large, unknown future liability. Of the two counties

providing no payout, one (Berrien County) allows up to 112 days of time to be rolled into

the final calculation for retirement benefit. Considering what others provide, Jackson

County’s PTO system (with no sick time accrual) is a prudent approach to fiscal

management.

IV - 2

INSURANCE BENEFITS

Health, life and disability insurance offerings are addressed below. The specifics of health care

coverage differ widely among employers making comparison of health plans a difficult task.

Consequently, our survey focuses only on the macro issues of cost and general coverage. Other

information provided in Appendix E can provide direction for further targeted research should

the County so desire. Key findings are summarized below:

In the past, governments commonly provided full-family health coverage to employees at

little or nominal cost. Rising costs have since made health care cost containment a

priority. With the passage of PA 152, governments that have not opted out are now

required to share costs either through an 80/20 cost split or the institution of premium

caps. Jackson County adopted PA 152 and employees are required to contribute 20% for

health care premium cost sharing. Of the fourteen market comparables, eleven have also

adopted the PA 152 provisions with five of these requiring a 20% premium cost sharing.

The others utilize the caps to determine employee cost.

In regard to the total cost for single/family coverage for the lowest cost core plan,

Jackson County is higher than the market average for both single and family coverage.

For the twelve surveyed entities reporting single coverage, the average is $504. For the

thirteen entities reporting family coverage the average is $1,447. In contract, Jackson

County is $634 and $1,901 respectively – or 26% higher for single coverage and 31%

higher for family coverage.

However, much of the above cost differential is recouped through cost sharing. Jackson

County requires the highest premium cost sharing (i.e. 20%). As noted above, five other

counties also require a 20% cost sharing with others requiring a lesser amount (or in one

case none).

In considering comparative costs for health insurance, the quality of the respective plans

is another important variable. Each plan is unique and may include different co-pays,

benefit coverages, HSA or HRA contributions or other factors that influence cost.

Consequently, we would suggest that the comparative data be interpreted with care.

All of the thirteen counties, like Jackson County, provide employer-paid dental plan

insurance. Reportedly, the City of Jackson does not. In some cases, this coverage is part

of the health care plan and as such, requires employee premium cost sharing.

Eight of the fourteen governments provide some level of optical coverage paid by the

employer. Jackson County also provides this benefit.

Jackson County provides a payment of $250 per month in lieu of health insurance

coverage for employees opting out of the County’s coverage. Like Jackson County, all

but two of the surveyed governments provide this benefit option at levels lower than the

typical premium cost (i.e. roughly a $162 reimbursement average for family coverage). In

this situation, the payment in lieu of provision can potentially provide a cost advantage to

IV - 3

all of the governments (including Jackson County) in an area of rising costs – should

some employees be eligible for, and select this option.

Jackson County does not provide employer-paid short-term disability insurance (STD),

but does provide employer-paid long-term disability coverage (LTD). Among the

surveyed governments, eleven of the fourteen provide STD, and nine provide LTD. In

some public institutions, STD is used progressively as an option to sick-time accruals and

banks. This would involve conversion to a system of (all purpose) personal time off and

the elimination of sick-time and related banks (similar to Jackson County). The disability

coverage would then serve as the compensatory method for extended sick-time

occurrence.

In regard to life insurance, public sector employers often cover employees at dollar

amounts lower than their private sector counterparts. This is not readily explainable since

term life insurance is a relatively modest cost portion of any benefit package. Jackson

County provides term life insurance at a flat level of $30,000. This is among the lowest

amounts in our survey. Some governments used in the comparison also link life insurance

amount to annual salary (with Ottawa County at 1.5 times salary) while others offer a flat

dollar amount. Due to the variances in how the benefit is computed it is not possible to

calculate an accurate average.

Jackson County offers a Section 125 Flex Benefit Plan – as do all of the surveyed

governments. It is an innovative device for securing an employee benefit at minimal (i.e.

administrative) cost to the employer. Benefits include pre-tax treatment for dependent

care and medical expenses within specified limitations.

RETIREMENT BENEFITS

Retirement plans are typically classified as either defined contribution (investment-based,

variable) or defined benefit (traditional pension, fixed). Additionally, a number of governments

have adopted hybrid plans that combine the features of both. Key findings pertaining to

retirement benefits include the following:

Jackson County’s traditional defined benefit (DB) plan is closed to new hires with the

exception of the Road Workers Association. In its place the County adopted a defined

contribution (DC) plan with a maximum employer contribution of 5%. Five other

counties have also closed their DB plans to new hires with four adopting a DC plan, and

one (Livingston County) adopting a hybrid plan.

Potential unfunded future liabilities are the primary incentive for closing the DB plans.

Of the four counties adopting DC plans, the average maximum employer contribution is

7.5%; which is 2.5% higher than Jackson County.

Ottawa County also provides an additional maximum employer contribution of $1,000

per annum to an IRA 457 account while the City of Jackson indicates a variable amount.

IV - 4

Retiree health care coverage is a significant benefit offering due to the uncertainty

surrounding future health care costs. With these costs increasing each year, many

communities have eliminated this benefit for new hires. This is the case in all but two of the

surveyed governments as well as in Jackson County.

In the case of Jackson County, retiree health care coverage has been replaced by a Retiree

Health Savings Plan for newer hires. This is an innovative approach. In Jackson County, the

employer contributes $1,850 to the plan/account and the employee contributes $800 per

annum. Seven other surveyed governments have adopted similar plans, although not all have

an employer contribution. Jackson County is more generous in this respect and ranks near the

top in amount contributed by the employer.

LONGEVITY AND OTHER BENEFIT ISSUES

Longevity payments are found primarily in the public, as opposed to the private sector. The

rationale for this compensation component is simply that tenure in the job increases job

knowledge and capability and should be compensated. In this sense, longevity is closely linked

to organized labor’s philosophical position that pay should be based on seniority as opposed to

the more discretionary notion of merit.

Jackson County does not provide this benefit. Ten of the fourteen surveyed governments do

provide longevity pay, however, all but one (i.e. Eaton County) have eliminated the benefit for

new hires. The average longevity pay cannot be calculated since several of the counties use a

percent of wage formula for calculating the amount. This practice adds a built-in cost escalator as

longevity pay tracks increases in base wage.

CLOSING AND SUMMARY

Overall, Jackson County does not appear to be dramatically high or low in a comparison to the

overall benefit packages of the fourteen governments. However, there are areas where Jackson

County differs from the averages. More specifically:

Jackson County has a lesser level of off-time. Further, with the conversion to PTO time

and elimination of sick banks, a benefit has been eliminated. However, from a

management perspective, this can be seen as a cutting-edge change. More organizations

are moving to PTO as an option that allows employees more flexibility in off-time usage

and less controversy over sick time usage.

Health care costs are higher in Jackson County. However, premium cost sharing is also

higher. The result may be a wash (depending on the perception and extent of coverage). Employee cost sharing of 20% in Jackson County is the maximum of any of the surveyed

governments. Premium cost sharing is the trend in health care and Jackson County is in

the forefront.

IV - 5

Retiree health care, a high cost benefit, has been eliminated in Jackson County for new

employees. A Retiree Health Savings Plan is available for newer hires with a

comparatively generous $1,850 per annum employer contribution. Again, this represents

a forward-thinking and prudent approach to satisfying an employee benefit area.

Related to retirement, the conversion to a defined contribution plan in Jackson County

reduces future pension liability significantly. This is an area of concern that is also being

addressed by some (but not all) of the other surveyed counties. The employer

contribution of 5% in Jackson County is lower than the average of other surveyed

counties.

Longevity payments boost the compensation of employees in most of the surveyed

governments in comparison to Jackson County. These payments have been eliminated for

new hires in all but one county, but the existence of a “grandfathered” benefit still

benefits some existing, higher-seniority employees.

There are certainly other individual differences that may be of interest to Jackson County and

these can be reviewed in Appendix E. As noted, benefits can generally be viewed as a

compliment to the base salary. If benefit levels are generous, an organization may choose to

maintain employees at a lower level of the pay range. In contrast, lower benefit levels may be

offset by higher salaries.

For Jackson County, in comparison to the survey group, there are areas where the County has

effectively reduced benefit cost and liability. This is indicative of effective decision-making and

prudent financial oversight at the Board and administrative levels.

SECTION V

WAGES FOR ELECTED OFFICIALS AND

THE COUNTY ADMINISTRATOR/CONTROLLER

V - 1

SECTION V

WAGES FOR ELECTED OFFICIALS AND THE

COUNTY ADMINISTRATOR/CONTROLLER

In conducting the study we have also collected salary information for:

A. Administrative Elected Officials.

B. The County Administrator/Controller.

C. The Board of Commissioners.

Unlike the general employee population, these positions do not typically have pay ranges.

Consequently, the collected data, in almost all cases, represents an actual salary. Data and related

narrative for each is presented in several subsections below.

A. ADMINISTRATIVE ELECTED OFFICIALS

Administrative elected officials are not included in the general employee grade structure due to

their elective status. These positions have no education, experience or other requirements.

Essentially, the electorate is free to choose incumbents through referendum – irrespective of the

background of the individual. In this situation, pay levels are best established separately from

other employees.

Fortunately for the County, the electorate has chosen five incumbents with both the experience

and skill levels necessary to effectively lead these important operations and assure that statutory

and other responsibilities are accomplished in a professional manner. In this sense, the level of

professional leadership exhibited by the five incumbents should be one important factor in

developing conclusions regarding fair and equitable compensation.

COMPARATIVE PAY DATA FOR ADMINISTRATIVE ELECTED OFFICIALS

The following Exhibit 6 contains a comparison of Jackson County’s wage levels for

administrative elected officials to those of other counties. Our sample includes a maximum of

thirteen county comparisons. (Washtenaw County has been excluded from the survey data for

department heads and deputies including elected – due to the size of the operation.)

V - 2

Exhibit 6

Jackson County


Comparison of Administrative Elected Officials Wages

Elected Officials Jackson County

Wage

Market Average

Wage

Percentage of Market

for Jackson County

Elected Officials

Prosecutor $107,529 $125,247 86%

Sheriff $87,734 $107,193 82%

Drain Commissioner $65,230 $79,823 82%

Clerk/Register $76,987 $84,350 91%

Treasurer $73,075 $85,579 85%

Notes regarding additional stipends received in the market comparables:

Drain Commissioner: Livingston County receives $13,663 for public works responsibilities.

Treasurer: Livingston County receives $6,547 for general ledger work.

Clerk or Register of Deeds: Livingston County receives $9,200 for Remonumenation administration and

Berrien County gets $55 per plat board meeting. Saginaw County receives roughly $3,000 per annum.

Ottawa County receives $40 per meeting.

A Monroe County stipend for Clerk/Register is included in the reported salary.

Qualifiers:

Drain Commissioner: Jackson, Monroe, Livingston and Allegan Counties’ Drain Commissioners have

responsibility for public works.

Sheriff: Jackson, Allegan, Calhoun, Eaton, Monroe Muskegon, Ottawa, St. Clair and Washtenaw Counties

have animal control responsibility.

Detailed survey data is presented in Appendix C-2

Source: Survey of listed counties

REVIEWING AND INTERPRETING THE SURVEY RESULTS

As seen in Exhibit 6, all five of Jackson County’s administrative elected officials are paid below

the market average for the counties selected by Jackson County as market comparables. These

differentials range from -9% to -18%. Essentially, Jackson County’s officials are paid at a

significantly lower level.

Additionally, there are some qualifying factors that need to be considered if the data is to be

interpreted properly. On a position-by-position basis these include the following:

Prosecutor: The Prosecutor’s salary is roughly 14% below the market average. All

counties reported comparable elected officials. The data can be interpreted within this

context.

V - 3

Sheriff: Similar to the Prosecutor, market data for the Sheriff’s position was obtained

from all of the surveyed counties and can be considered within this context. The Jackson

County wage is 18% below the labor market.

Drain Commissioner: The wage of Jackson County’s Drain Commissioner is also18%

below the market average. However, drain operations vary from county to county in

regard to size and complexity – more so than other elected departments. As examples of

more complex operations that we are familiar with: Livingston County has more than 20

employees as well as responsibility for public works – including a wastewater operation

(for which an additional stipend is paid as seen in the footnotes). Similarly, Monroe

County’s Drain Commissioner is responsible for the South County Water System, a

relatively large operation serving multiple communities. Some other agencies in our

sample are also larger in regard to staff size.

However, Jackson County’s Drain Commissioner also has responsibility for public

works. Only three other drain offices have this responsibility. Further, Jackson County

has contracted many services that these or other drain offices perform in-house. The

management of these contracts must be considered as an added component to

administrative responsibilities.

In summary, the wage data presented in Exhibit 6 should provide a starting point for

evaluating the appropriateness of the current pay level – while recognizing that, to some

degree, there is a difference in complexity among the surveyed agencies. As noted earlier,

the efficiency and effectiveness of Jackson County’s operation should also be a

consideration in wage setting.

Clerk/Register: The Clerk/Register’s salary comparison has been obtained with a smaller

market sample (i.e. seven). By way of explanation, not all counties included in our survey

group have a combined clerk/register of deeds. Related to this, we have only used

combined positions in our wage comparison. Within this sample, Jackson County’s

incumbent is 9% below market average. As seen in the footnotes, several of the counties

also pay additional stipends for particular responsibilities.

Treasurer: Market data for the Treasurer’s position was obtained from all of the surveyed

counties. The Jackson County position is 15% below the market average. The Livingston

County Treasurer also receives a stipend for general ledger accounting as seen in the

footnotes.

APPLYING THE SURVEY RESULTS

The data presented above is intended to provide the County with information that will allow for

more informed decision-making regarding pay for these important positions. Our task as a

consultant to the County is to collect, compile and present this information in the most

straightforward manner. In turn, the Board of Commissioners can make decisions regarding

appropriate pay levels – using this data as a benchmark (with qualifiers as noted above).

V - 4

However, there are several conclusions that we have drawn that may be useful to the Board in

formulating its decisions and policies. Specifically:

The study of compensation should focus on positions not people. However, it is often

difficult to differentiate between the two. In the case of Jackson County, the elected

administrators are all highly qualified to serve in their positions. This is truly an

advantage to the County – and a fortunate outcome since there are no statutorily defined

skill, education or experience requirements for these positions.

Jackson County desires to be a growth county recognized for its high level of

professional competence. Professional leadership is a critical component of future

growth. In turn, compensation should reflect this expectation for strong leadership and

performance if the right people are to be attracted or retained. This should also be a

consideration in evaluating pay levels.

B. COUNTY ADMINISTRATOR/CONTROLLER SALARY

Similar to the administrative elected officials, the County Administrator is not included in the

pay grade structure. However, wage data has been collected for the position (as summarized in

Appendix C-2). Related to this:

Actual wage data was collected from twelve surveyed counties and the City of Jackson

for the position of County (or city) Administrator. Washtenaw County has been excluded

due to the size differential.

The average market wage was $135,658 for this position.

Jackson County’s current wage is $125,694 or 7.3% below market average.

As with administrative elected officials, the pay for this position lags the midpoint of the labor

market. As a contractual position, the pay level of the County Administrator is determined by

concurrence of the Board and incumbent on a mutually agreeable amount. The comparative pay

levels summarized above and in Appendix C-2 can prove guidance at such time as a pay

adjustment is appropriate. In reviewing the data, the Board should keep in mind that the market

salaries are actual wages paid to the other administrators – pay ranges do not typically exist and

none have been used in the comparison.

C. BOARD OF COMMISSIONERS

The data listed in the following Exhibits 7 and 8 contains information regarding annual pay

levels, additional meeting pay and employee benefits that are provided to board members. As

seen in Exhibit 7, the pay of commission members is significantly lower in Jackson County –

trailing the average of the thirteen county survey group by the following amounts:

V - 5

Board Chair: -28%

Vice Chair: -20%

Commissioner: -19%

These are dramatic differences in wage rates with Jackson County among the lowest in all

categories. To provide a greater level of comparison we have also collected information on board

meeting pay and benefits. These data pieces are also summarized in Exhibits 7 and 8.

Conclusions regarding pay comparability should realistically consider the full range of

compensable factors. Moreover, some compensation, such as meeting pay, is variable and some

benefits are voluntary and/or require cost sharing. In this sense, the data must be interpreted with

care.

For this reason we have not drawn conclusions regarding comparability. Some compensable

factors will undoubtedly be of greater interest to Jackson County and the elected body will be the

best judge of this.

Exhibit 7

Jackson County


Salary Data for County Commissioners in Select Michigan Counties

County Board

Chair

Vice

Chair

Committee

Chair

County

Commissioner

Meeting

Pay/Direct Cash

Jackson County 11,558 11,033 10,771 10,508 $35

Allegan County $11,894 $10,258

$10,258 $45-$90

Berrien County $11,125 $10,413 $10,413 $9,822 $55 (1)

Calhoun County $13,652 $11,909

$11,038 None

Eaton County $8,978 $8,123

$7,743 $35 per meeting -

$70 max per day

Ingham County $17,425 $12,704

$11,647 $60

Kalamazoo County $15,607 $14,047

$12,486 None

Livingston County $18,114 $16,024

$15,326 None

Monroe County $17,637 $15,662

$14,110 None

Muskegon County $18,584 $16,359

$16,359 None

Ottawa County $21,537 $17,768

$17,230 None

Saginaw County $14,137 $11,689 $11,689 $10,874 $50 (+$25 second

meeting same day)

St. Clair County $20,913 $17,999

$16,250 None

Washtenaw County $18,911 $16,911 $18,911 $15,911 $3,172 annual

stipend

Average of other than Jackson $16,040 $13,836 $13,671 $13,004 -

Median of other than Jackson $17,425 $14,047 $11,689 $12,486 - Notes: (1)

Berrien County: Meeting pay is $55. If more than one in a day, second is paid at $27.50.

Source: Survey of listed entities

V - 6

Exhibit 8

Jackson County


Benefit Data for County Commissioners in Select Michigan Counties

County Overview of Reported Benefits

Jackson County Life insurance only

Allegan County Retirement, Health, Dental, Vision, Life

Berrien County Retirement, Health, Dental, Vision, Life

Calhoun County None

Eaton County Optional participation in retirement plan

Ingham County Retirement Only

Kalamazoo County None

Livingston County Health, dental, life insurance and retirement

Monroe County Health, vision, dental, life, retirement, retiree health if elected prior to 2004

Muskegon County Retirement Health, Dental, Life

Ottawa County Retirement, life

Saginaw County Life insurance only (pre-2011 elected only)

St. Clair County Retirement, health dental, optical

Washtenaw County Retirement, health dental, optical, life

Source: Survey of listed entities.

SECTION VI

PAY DATA FOR PUBLIC SAFETY AND TRANSPORTATION

BARGAINING UNITS

VI- 1

SECTION VI

PAY DATA FOR PUBLIC SAFETY AND TRANSPORTATION

BARGAINING UNITS

In conducting the study we have also collected salary information for:

A. Public safety-related bargaining unit employees within the Sheriff’s Department.

B. Union classifications within the Transportation Department

The market data for these positions is reported in this separate section of the report. It is intended

to facilitate bargaining of wages for these important classifications. The data is being reported as

collected and is available to both management and union officials for review. In this sense, the

reporting of the data is transparent and intended to assist all parties in understanding pay levels

within the defined labor market and hopefully use this data to gain concurrence on a fair and

equitable pay level at such time as negotiations commence. Particular findings are presented in

several subsections below.

A. PUBLIC SAFETY-RELATED BARGAINING UNIT EMPLOYEES WITHIN THE

SHERIFF’S DEPARTMENT.

The public-safety related classifications included in this section of the report include

classifications within the following bargaining units:

Police Officers Labor Council (Communication Technician/Clerk Typist)

Police Officers Association of Michigan (Sheriff’s Deputies)

Command Officers Association of Michigan (Road Sergeants)

Command Officers Association of Michigan (Corrections Supervisors)

Capitol City Labor Program, Inc. (Corrections Deputies)

Pay data has been collected for all classifications covered by these bargaining units. In reviewing

the data, there are several caveats that must be observed:

Compensation for some of these classifications includes a variety of cash-based benefits

that are not considered in a wage comparison. Actual negotiations focused on

compensation will undoubtedly consider a wider assortment of economic issues. In this

sense the data presented below provides only a starting point toward understanding

compensation.

VI- 2

A number of these bargaining units are covered under PA 312 and may invoke

compulsory arbitration for the resolution of disputes. Related to this, the arbitration

process typically includes the selection of labor market comparables. The wage data

collected for this study is not intended to influence the selection of market comparables in

any way or infer that the market group represents a fair market sample for public safety

employees. Rather, the labor market for this study was selected based on comparison to

the complete Jackson County organization with the objective of including organizations

that would yield pay data for the full scope of Jackson County positions. In contrast, PA

312 compulsory arbitration typically focuses on only one, or several particular positions.

In this situation, the selection of market comparables may focus on an entirely different

labor market.

This is not to say that the pay data does not have value. Simply put, it must be interpreted

with care and recognized as being only a starting point for additional, later market

analysis and discussion.

Exhibit 9 contains a comparison of range maximums for the Jackson County public

safety classifications with the average of the labor market (contained in Appendix C).

Exhibit 9

Jackson County


Comparison of Public Safety Range Maximums

Classification

Jackson County

Current Range Max

Market Average

Range Maximum

Percent Jackson

Range Max Is To

Labor Market

Road Sergeant $31.05 $33.01 94.1%

Corrections Supervisor $29.95 $30.90 96.9%

Corrections Deputy $26.85 $25.72 104.4%

Deputy Sheriff $27.54 $29.13 94.5%

Communications

Tech/Clerk Typist $20.79 $21.85 95.1% Note: Complete survey results included in Appendix C.

Source: Survey of entities listed in Appendix C.

As seen in Exhibit 9, four of the five Jackson County classifications are below average by

amounts ranging from 3.1% to 5.9%. The exception is the Sheriff’s Deputy classification, which

is roughly 4.4% above the average of the market.

B. JACKSON COUNTY ROAD WORKERS ASSOCIATION

The Jackson County Department of Transportation (JCDOT) was created with the dissolution of

the Jackson County Road Commission. In conducting the labor market comparison for JCDOT

VI- 3

classifications, we have surveyed a combination of road commissions and transportation

departments. The full survey group is summarized in Appendix C-3 with complete pay

comparisons also included in Appendix C.

All non-union classifications of JCDOT are included in the pay grade structure presented in

Exhibit 1 and Appendix D of the study. Market data for union employees (i.e. Jackson County

Road Workers Association) are presented in Appendix C and also summarized in Exhibit 10

which is presented below.

Exhibit 10

Jackson County


Comparison of Transportation Department Union Wages

Classification

Jackson County

Current Range Max

Market Average

Range Maximum

Percent Jackson

Range Max Is To

Labor Market

Driver $19.00 $20.72 91.7%

Heavy Equipment Operator $22.95 $21.99 104.4%

Mechanic $26.20 $23.87 109.8%

Working Foreman $25.95 $23.81 109.0% Note: Complete survey results included in Appendix C.

Source: Survey of entities listed in Appendix C.

As seen in Exhibit 10 three of the four classifications are compensated above the average range

maximum of the labor market by percentages ranging from 4.4% to 9.8%. The exception is the

Driver classification which has been compared to the entry-level position in the other

organizations. The Jackson County classification is paid 8.3% less than the market average.

Essentially, Jackson County pays less for the lower level classification and more at the top.

When considering this situation, it may be useful to also review contractual provisions on

advancement. By contract, employees move to higher pay levels based on demonstration of

“core competencies” pertaining to equipment usage. This is essentially a merit system within a

union contract –linking compensation to ability. This is a progressive approach to compensation

that should be commended and considered when comparing relative wage levels.

APPENDIX A

JOB ANALYSIS QUESTIONNAIRE


Page 1

APPENDIX A

JACKSON COUNTY

JOB ANALYSIS QUESTIONNAIRE

The purpose of this questionnaire is to obtain accurate information concerning the duties and

responsibilities associated with your job. The information will be used to assist us in understanding your

position for purposes of compensation analysis.

Name: Date:

Job Title: Department:

Supervisor’s Name/Title:

Years of Experience: ____________________________

In this field On this job With this employer

***************************************

INSTRUCTIONS

This questionnaire covers many aspects of your job. Each of the following sections contains instructions

specific to the questions being asked in that section. Some questions require a written response, others

only a checkmark next to a printed answer. If no answer is exactly accurate, please check the answer that

you feel is closest to being correct for your position.

Your responses are important in helping us to better understand your position. Please answer all

questions to the best of your ability. When completed, return the questionnaire to your department

head. This should be done by October 30, 2015. Thank you!

Section 1: Position Summary

Briefly describe the major purpose or primary function of your position.


Page 2

Section 2: Position Duties and Responsibilities

List the ESSENTIAL duties and responsibilities of your job in the spaces provided. PLEASE LIST

ONLY THOSE THAT ARE NOT INCLUDED ON YOUR JOB DESCRIPTION. An ESSENTIAL

duty or responsibility is fundamental to the job. The individual who holds the job must be able to

perform the tasks unaided or with the assistance of a reasonable accommodation. Further, the following

guidelines may be used to determine essential duties and responsibilities:

An ESSENTIAL DUTY meets these guidelines:

1. The duty or responsibility is the reason the position exists;

2. A limited number of employees are available to perform the task;

3. Expertise is required to perform the duty or responsibility.

ESSENTIAL DUTY OR RESPONSIBILITY


Page 3

Section 3: Knowledge and Education

Consider the extent to which your job requires knowledge normally gained through formal education.

Place a [X] next to the minimum education level required for your job.

[ ] Equivalent to a high school diploma

[ ] Equivalent to one year of college or specialized training through a technical, vocational, trade or

business school*

[ ] Equivalent to an Associate degree or two to three years of training through a technical,

vocational, trade or business school*

[ ] Equivalent to a Bachelor’s degree*

[ ] Equivalent to a Master‘s degree*

[ ] Equivalent to a doctorate degree*

*Provide the curriculum or program of study (i.e., accounting, construction management, law, business

education, communications, etc.).

__________________________________________________________

__________________________________________________________

Section 4: Work Experience

Consider the extent to which your job requires related experience and training in addition to any formal

education or its equivalent, which may be required for the job. Check the box below that most accurately

reflects the additional experience required.

[ ] Less than one year of experience in related jobs

[ ] One to two years of experience

[ ] Two to three years experience

[ ] Three to five years experience

[ ] Five to seven years of experience

[ ] Seven or more years of experience

Is previous supervisory or administrative experience required of this position? Yes __ No __

If yes, please describe:

____________________________________________________________________________________

__________________________________________________________

Describe the nature and specific type of work experience (especially the kinds of knowledge, skills or

abilities) required for your job:


Page 4

Section 5: Special Employment Requirements

Please list any legal requirements for licensure or certification that are required before you can be

employed in this position. What does a person have to do to meet the requirements (i.e.

experience or tests)?

Section 6: Supervisory or Management Responsibility

List below the titles and number of positions you manage, supervise, or lead, either directly or through

others. Specify how many positions are full-time and how many are part-time.

Number Supervised Number in position who are:

Position Title Directly Indirectly Full-Time Part-Time

Section 7: Internal/External Contacts

If your job requires that you have significant contact with persons outside your department or work unit,

please describe them below. Do not include contacts with your immediate supervisor or staff. Explain

the nature and purpose (e.g. with whom and for what reason?)


Page 5

Section 8: Work Related Stress or Pressures

Does the position involve a lot of stress or pressure on a regular basis? If so, please give an example of

the kind of situation that causes stress or pressure.

Section 9: Equipment Usage and Knowledge

Please indicate which of the following types of equipment you are required to use in performing the

essential functions of your job:

[ ] Basic office equipment such as telephones, calculators, photocopiers, FAX and similar equipment

[ ] Photographic, audio and video equipment

[ ] Computer programs: [ ] word processing

[ ] spreadsheet

[ ] database (data entry)

[ ] database (data manipulation, research, report generation)

[ ] financial applications

[ ] desktop publishing

[ ] GIS/mapping

[ ] audio/visual equipment (advanced)

[ ] specialized technical equipment

If yes, please specify the type of specialized equipment

[ ] Automobile or other motorized equipment

If yes, please specify the type of motorized equipment and special licenses (such as CDL) that are

required.

Does your position involve training others on a regular basis in the use of any of the above equipment?

Does your job require troubleshooting particular software applications or computer hardware, beyond the

level expected of an average user? If yes, please explain.


Page 6

Section 10: Additional Employee Comments

Please provide any additional comments you feel would be useful in helping us better understand your

job. Feel free to expand on any of the areas covered in the preceding sections.


Page 7

Section 11: Supervisor Comments

Please read the employee’s responses to this questionnaire before completing this section. Do not alter

the employee’s comments or answers. Use this section for making additional comments. Please return all

questionnaires, including your own, to Richard Martonchik by November 13, 2015.

Are there any responses that you consider inaccurate? If so, please discuss them below:

_____________________________________________________________________________________

List any job duties/responsibilities required of this position which were omitted by the employee.

Additional comments:

Name of Supervisor completing this form:

Date completed:

APPENDIX B

JOB EVALUATION PLAN

Appendix B-1

Jackson County

Classification And Compensation Study

Job Evaluation Plan

FACTOR 1: EDUCATION AND RELEVANT EXPERIENCE

In using this factor, two separate yet related judgments must be made. First, identify the minimum level of education required to be adequately prepared for the duties and responsibilities of the

position. Second, determine the minimum years of relevant experience necessary to adequately perform the job. (Typically found on the position’s job description.) NOTE: Rate the

MINIMUM requirements of the position, not the attainment of the position incumbent; these may differ.

Special Circumstances:

In some cases experience may substitute for formal education and vice versa. Rate the minimum qualifications of the position, or a combination thereof.

Positions requiring professional certifications or licensure may be rated at “somewhat more than” the minimum educational and experience level required or this training can be reflected in

the minimum requirements by increasing educational attainment to a commensurate amount.

MINIMUM EDUCATION REQUIRED

MINIMUM RELATED WORK EXPERIENCE REQUIRED

Less than

1 year 1 year 2 to 3 years 4 to 5 years 6 years

7 or more

years

A. High school diploma or equivalent. 149 173 197 220 243 267

B. Vocational or trade school, or some college, business school or other specialized

training less than an Associate’s Degree. 197 220 243 267 295 313

C. Associate’s degree or equivalent. 243 267 295 313 337 360

D. Bachelor’s degree or equivalent. 295 313 337 360 383 404

E. Master’s degree 337 360 383 404 435 453

F. PhD or Juris Doctorate 383 404 435 453 477 500

Appendix B-1

Jackson County


Job Evaluation Plan (cont’d)

FACTOR 2: JUDGMENT AND INDEPENDENCE OF ACTION

This factor describes the level of judgment and independence of action exercised in determining proper courses of action. In evaluating a position against this factor, think about the

extent to which policies, procedures, rules and so forth either guide or restrict judgment and independence of the position. Consider also whether peers and/or supervisors are available

for collaboration in decision making, and the degree to which the employee is empowered to use discretion.

LEVEL OF JUDGMENT AND INDEPENDENCE REQUIRED DEGREE POINT VALUE

A. Duties and responsibilities of the position are carried out according to straightforward and standardized policies, procedures, rules,

etc. There is a need for the employee to exercise judgment, but others are available to assist and discretion is thereby limited.

Work is closely monitored and regularly reviewed, often as part of a hierarchal process.

Somewhat less than =

Almost exactly like =

Somewhat more than =

90

120

150

B. Duties and responsibilities of the position require that the employee to exercise greater discretion in performing position-related

tasks and determining appropriate courses of action. However, the position does not require formal technical or professional

training to effectively interpret standards and guidelines. Basic decisions are made independently while more complex or unique

issues are solved by supervisory personnel. Discretion has limitations, with work monitored on a “spot check” basis.




180

210

240

C. Duties and responsibilities of the position require the employee to exercise a higher level of independent judgment in completing

assigned work and determining appropriate courses of action. The position requires some technical or professional training to

effectively interpret standards and guidelines. Discretionary decisions are made in the course of assigned duties though more

complex and unique issues are discussed and addressed cooperatively with higher level personnel or other authorities. This position

must work with some independence within the framework of mid-level professional and administrative guidelines.




270

300

330

D. Duties and responsibilities of the position require the employee to interpret a wider assortment of policies, procedures and rules to

determine appropriate courses of action. Clearly established technical or professional training is required to effectively interpret

standards and guidelines. Basic operating decisions are made independently while more complex or unique issues are solved

collaboratively with supervisory personnel. Discretion is higher and work is monitored as one important step of a larger procedural

and operating system.




360

390

420

E. Duties and responsibilities of the position require that the employee regularly interpret policies, procedures and rules to determine

appropriate courses of action. The employee has information available to guide him/her in effective interpretation of standards and

guidelines, but significant discretion is exercised. Most decisions are made independently, and technical or professional training is

required. Higher level managers are available to assist with especially unique situations but independent judgment is expected in

routine matters. Work is monitored on a longer-term, periodic basis with the expectation that closer scrutiny is not required.




450

480

510

F. Duties and responsibilities of the position are governed by broad and complex technical, administrative, or professional standards

and guidelines. The employee must regularly exercise independent judgment in decision-making, and exercise considerable

discretion. The employee performs with a high degree of latitude, and work is monitored only on a periodic or exception basis. The

employee regularly participates in the development of professional standards and guidelines.




540

570

600

G. Duties and responsibilities of the position are not only governed by broad and complex technical, administrative, or professional

standards and guidelines, but the employee regularly directs the development of such standards. The employee performs with a

high degree of independence and regularly exercises considerable discretion. Work is monitored through formal review by top

organizational leaders or policy-making bodies.




630

660

690

Appendix B-1

Jackson County



FACTOR 3: INTERNAL AND EXTERNAL RELATIONS

This factor examines the types and frequency of internal and external contacts a position encounters, and the communication skills needed to successfully handle these contacts.

First, examine the hierarchy of communication skills listed and select the category which reflects the highest requirement of the position. Although a job may entail a variety of levels of

contacts, use the highest requirement to determine the point award.

Second, after selecting the highest requirement, determine the frequency with which that activity occurs.

COMMUNICATION SKILLS REQUIRED

FREQUENCY

1.

Normal

Frequency

2.

High

Intensity

3.

Maximum

Intensity

A. Internal or external contacts are experienced in the position. Skill in exchanging meaningful service or statistical information

through prescribed procedural systems is required. 60 80 100

B. Greater levels of internal and external contacts are experienced in the position. Skill in responding to more varied and

substantive questions, providing explanation of more substantive procedures, and engaging in more complex information

exchange is required.

120 140 160

C. Increasingly more complex internal and external contacts are experienced in the position. Skill in interpreting and translating

facts and information, defining situations and issues, advising others of more complex alternatives and options, and interviewing

and developing information from others is required. Unusual or difficult situations are addressed to the extent possible.

180 200 220

D. Complex internal and external contacts are experienced in the position. Skill in conciliation, giving instructions, resolving

disagreements, and/or leading meetings and consultations is required. This position is responsible for the resolution of unusual or

difficult situations with a relatively high level of discretion.

240 260 280

E. Very complex internal and external contacts are experienced in this position. Skill in leading and persuading others, negotiating

agreements and mediating and resolving disputes is required at a high level in the organization. 300 320 340

F. Internal and external contacts are at an upper management level and span internal and external sources and decision makers.

Contacts, discussions and decisions often focus on matter of policy evaluation, outcomes and organizational best practices.

Internal and external relations and related interactions frequently impact the organization as a whole.

360 380 400

G. Internal and external contacts and interactions are at the highest management /professional level and involve the latitude to make

significant management distinctions and decisions as well unilaterally formulate alternative approaches to policies and procedures

pertaining to both internal and external interactions.

420 440 460

Appendix B-1

Jackson County



FACTOR 4: SUPERVISORY OR MANAGERIAL RESPONSIBILITY

This factor reflects the supervision exercised and management or leadership role assigned to a position. Select first the level of authority exercised, then the span of control as determined by

the size of the supervisor’s staff.

Special Circumstances:

Count part-time, permanent, year-round staff proportionally.

Assure that supervision involves more than informal leadership.

LEVEL OF SUPERVISORY AND MANAGEMENT AUTHORITY EXERCISED (ONE FTE MINIMUM)

STAFF SIZE

(Both direct and indirect reporting relationships)

1.

1-5

2.

6-15

3.

16-25

4.

26-35

5.

Over 35

A. No formal supervisory responsibility or oversees less than one full-time equivalent (FTE) employee. 0 0 0 0 0

B. Leader: No formal supervisory responsibility but is formally recognized as a crew or office leader in performing

tasks of a more complex nature while coordinating the workload of others to achieve the desired outcome.

Leaders with less than the required formal organizational recognition receive factor credit through other

applicable point factors. Points may also be awarded for more senior positions that have a superior/subordinate

relationship that is less than formal supervision but structured to provide some interaction related to providing

work direction. NOTE: Minimum of one full-time worker or part-time workers adding up to one FTE to qualify.

30 40 50 60 70

C. Mid-Level Supervisor: Regularly involved in planning and coordinating work assignments and overseeing the

work of others. Sometimes, but not always, performs similar tasks. May not have the full authority found in a

formal supervisor position (discretionary hire, fire, discipline) but at minimum is responsible for work

scheduling, performance evaluation and formal oversight. NOTE: Minimum of one full-time worker or part-time

workers adding up to one FTE to qualify.

50 60 70 80 90

D. FLSA Supervisor: Manages a significant operational area less than a department, requiring a high level of

autonomy due to the size of the overall operation. Has the authority to make or effectively recommend important

personnel decisions such as hiring, disciplining, terminating, and promoting subordinates.

70 80 90 100 110

E. 1st Level Manager: Responsible for planning, directing, staffing and controlling employees of a department or

major, autonomous service area; possibly working through one or more subordinate supervisors, including

working supervisors.

90 100 110 120 130

F. 2nd Level Manager: Similar to a 1st Level Manager, with a greater depth of responsibility due to the use of

multiple subordinate FLSA supervisors and 1st Level Managers. 110 120 130 140 150

Appendix B-1

Jackson County



FACTOR 5: JOB COMPLEXITY

This factor measures the degree of complexity which is characteristic of a position’s duties and responsibilities. Complexity is defined as the level of “thinking process” or analytic ability

required of a position. In determining the appropriate point assignment, consider overall complexity, not unique projects or activities which are rare and impermanent to the position.

LEVEL OF COMPLEXITY ENCOUNTERED DEGREE

POINT

VALUE

A. Position primarily involves the use of factual information and data that does not present significant variables or ambiguities. Redundant

steps, methods and processes are typically well defined, choices involve a manageable set of options and information is readily

available to ascertain correct approach. Some situations can arise that require more complex thinking processes but these are limited by

the scope of responsibilities.




90

120

150

B. Position uses factual information and steps, methods and processes are typically well defined. However, the position encounters more

variables and ambiguities in the course of the job function. Situations arise that require more complex thinking processes and the ability

to assess and select from a variety of options. The job, by its nature is not simply routine, and requires the selection of a preferred

course of action from a prescribed set of options.




180

210

240

C. Position involves the use of factual information and data, but also encounters a higher level of variables or ambiguities which require

analytic and problem solving ability to select correct actions from a set of options. Redundant steps, methods and processes are

typically well defined, but the employee must often modify or adapt them to address a situation.




270

300

330

D. Position involves both the use of factual information and data, and the modification and continuous improvement of processes. At this

level, the position regularly addresses variables or ambiguities and requires analytic and problem solving ability to select correct action

from an more expansive set of options. Steps, methods and processes are a mix of redundant and original tasks, and processes must be

occasionally reassessed, modified or adapted to address unique situations.




360

390

420

E. Position involves the extensive use of analytic and problem solving ability to select correct actions from a wide range of options. Steps,

methods and processes are sometimes original and must be continuously reassessed, modified or adapted to address unique situations or

realize improvements in process. Among others, this level is appropriate for multi-faceted positions with program or service planning

responsibilities.




450

480

510

F. Position is focused on projects involving the dedication of substantial time and effort to researching, organizing and assessing

information which contains substantial variables and ambiguities. As a result, steps, methods and processes are often original, and the

incumbent may be required to develop new and original procedures and processes. An advanced analytic and problem solving ability is

required for the position.




540

570

600

G. Position is focused on organization-wide analysis and problem solving that requires the evaluation of multiple factors with profound

implications for programs, budgetary processes, service offerings and organizational planning. Steps, methods and processes are

constantly changing and evolving and appropriate response is critical to the organization. Both originality and pre-emptive problem

solving is required of the position.




630

660

690

Appendix B-1

Jackson County



FACTOR 6: RESPONSIBILITY FOR THE RIGHTS OF OTHERS

This factor is concerned with the impact the position’s duties have on the rights of others. In considering the potential impact of a position, consider probable and typical errors

which may occur in the regular course of performing a job, not the most extreme consequences.

Second, after selecting the highest, but still probable consequences, determine the frequency with which opportunity for error presents itself.

PROBABLE CONSEQUENCES OF ERRORS

FREQUENCY

1.

Accurate as

Stated

2.

Higher

Impact

3.

Significantly

Higher than

Stated

A. Errors in the position could cause manageable inconvenience but would not directly correlate to significantly

infringing on rights. Effect of errors would impact a single or limited set of individuals or customers. 30 40 50

B. Errors in the position could cause inconveniences or legalities that are more difficult to resolve at the basic service

level, but would not have a long-term impact on rights. Effect of errors would impact a limited set of individuals

or customers.

60 70 80

C. Errors in the position in performing duties present the potential for legal or service issues that could be difficult to

resolve and/or have financial or welfare impacts. Effect of errors would be more widespread across multiple

individuals or customers.

90 100 110

D. Errors in the position are further up the chain of command or decision-making chain and by definition would

impact multiple work processes, customer areas or legal or service issues. Resolution would require input from

superiors at a more complex and sustained level in resolving legal and/or financial impacts.

120 130 140

E. Errors in the position could cause significant inconvenience or legal issues that are extremely difficult to resolve,

or may temporarily pose a significant problem for the general public. 150 160 170

F. Errors in the position could cause a major, long-term inconvenience to the public that would have the realistic

potential to cause long-term service issues or impacts on the rights of the public. 180 190 200

Appendix B-1

Jackson County



FACTOR 7: TECHNOLOGY USE This factor measures the level of knowledge and expertise required in a position with respect to utilizing, developing and implementing various technologies. Determine first the level

of knowledge and skill required of the position (not the level of the position incumbent) and then determine the degree most appropriate for the position.

LEVEL OF TECHNOLOGICAL KNOWLEDGE AND SKILL REQUIRED DEGREE POINT VALUE

A. Job requires some computer and technology use. Duties require the use of office equipment, e-mail and web queries, routine

data entry, minor word processing use and/or use of field equipment requiring some technology-based training.




30

40

50

B. Job duties require a knowledge of and ability to use standard office equipment, and display proficiency in the use of computer

software including a full range of Microsoft Suite applications such as word processing, spreadsheet, PowerPoint and data

bases as well as department-specific software or financial applications requiring a moderate level of training.




60

70

80

C. Job duties require utilization of, and a greater knowledge of specialized software such as more complex use of financial

applications, CAD, GIS, database manipulation such as report creation and other complex and specialized programs and uses.

This level is also appropriate for the individual that regularly provides computer assistance or training for a particular unit or

office setting.




90

100

110

D. Job duties require more advanced use of computer software, including specialized applications, which constitute a primary

portion of the job (such as GIS). Employees at this level may also serve as information technology and network specialists

with responsibility for computer system installation, maintenance, troubleshooting, security and employee training.




120

130

140

E. Job duties require the development, programming, maintenance, security and repair of computer systems and/or oversight of

contracted services for computer systems, databases, networks, telecommunications, security or other complex systems. Job

duties likely encompass a specialty or functional area of information technology.




150

160

170

F. Duties are both technical and administrative in nature and may involve the supervision of other information technology

professionals. Technical ability is at a high level and the position is involved in departmental administration, capital planning

and/or project management. The position may function as deputy director or a similar level of responsibility.




180

190

200

G. Job duties require management and administrative activities associated with the planning, research, development, purchase and

implementation of automated systems, system and resource coordination and related technological duties up to and including

executive and administrative leadership.




210

220

230

Appendix B-1

Jackson County



FACTOR 8: IMPACT ON PROGRAMS, SERVICES AND OPERATIONS

This factor measures direct or indirect impact on the programs, services or operations carried out or provided by units of the organization. The nature of such impact is defined as the

extent to which effective or ineffective performance of a classification’s duties or responsibilities contribute to assure, interfere with, or prevent the achievement of goals, objectives,

plans, or other established performance criteria. Rate the classification in terms of its probable consequences, as opposed to potential consequences which rarely, if ever, occur.

NATURE OF IMPACT DEGREE POINT VALUE

A. The work product, though important to the organization, is directly tied to other work processes. Errors are detected or apparent

in succeeding steps and thus can be detected and corrected at an early stage.




100

125

150

B. The work products and purpose of the job are linked to other work processes. Completed work has a greater level of linkage to

other jobs within the chain and in turn, a greater impact on work processes.

Errors are generally detected in succeeding operations, though some require time and effort to detect. Consequences affect the

work of others or cause inconvenience to the public. There also may be monetary consequences related to the handling of

financial transactions, equipment, supplies or other materials.




175

200

225

C. The work products and purpose of the job directly affect the accuracy, reliability, or acceptability of other work processes.

Completed work has a direct relationship to other important activities or related work within one or more organization units.

Errors are normally detected in succeeding operations but involve expenditure of time to trace and correct. Consequences affect

the work of others or cause higher levels of inconvenience to the public. Monetary consequences, service issues or other more profound negative outcomes may result.




250

275

300

D. The work products and purpose of the job contribute to the attainment of both immediate and on-going goals and objectives.

The job may materially influence or impact long-range direction, planning or control. The job affects the design or operation of systems, programs or equipment.

Errors are difficult to detect and would result in inaccurate reports, incomplete or misleading information, invalid test results,

unsound recommendations, or incorrect decisions that would only become apparent through review channels, typically after

negative impacts have occurred.




325

350

375

E. The work products and purpose of the job have a significant impact on major aspects of programs, services and operations.

Responsibilities may be shared among individuals or may be a direct responsibility. Influence extends to both short- and long-

term matters affecting an organizational component. Errors would not be detected through normal means, but would become apparent later through subsequent activities or events.




400

425

450

F. The work products and purpose of the job have a major impact on all aspects and phases of program, service or operations

management. Decisions and overall influence contribute directly to the image of success and future of programs, services or

operations and have a major long-term impact.




475

500

525

G. The purpose of the job is the coordination of all of programs, services and operations and the establishment and ongoing review

and modification of organizational goals, objectives and action plans. The level of organizational impact exhibited is of a direct

controlling nature as is usually associated with the highest levels of management.




550

575

600

Appendix B-1

Jackson County



FACTOR 9: DOCUMENT CONCENTRATION

This factor measures the extent to which the position requires mental concentration and focus on the job of the type that is frequently associated with ongoing work involving numbers,

figures and automated document review and development. Determine the frequency that this occurs, while excluding time devoted to customer service, meetings, phone work and other

duties.

APPLICABLE DETAIL

FREQUENCY

1. The job is mostly

manual or interactive

in nature and requires

minimal document

concentration. Some

data entry may be

required but this is not

a primary function of

the job.

2. Job requires computer

use, data entry and

analysis and report

generation but duties

also focus on

responsibilities not

requiring significant

document work such

as meetings,

supervision, field work

and other such duties.

3. A higher level of

document concentration

requiring significant

periods of computer

use, research,

management reporting

or other tasks requiring

intense focus.

4. Document concentration

is at, or very near, the

essence of the job with the

vast majority of time spent

in financial, spreadsheet,

programming, word

processing or other duties.

The incumbent rarely

leaves the computer and/or

desk work.

Mental Concentration: The task detail regularly required of the

position (i.e. working with figures, paperwork, fine motor skills) 20 40 60 80

Appendix B-1

Jackson County



FACTOR 10: WORK ENVIRONMENT This factor measures the degree to which a position is subjected to unpleasant or adverse working conditions as a function of the job. Office “climate control” issues are not

considered an unpleasant or adverse condition.

Determine first the highest condition or demand encountered as a function of the position (A, B, C or D) then the approximate frequency with which that condition is experienced.

WORKING CONDITIONS

FREQUENCY

1. Occasionally

(25%-50%)

2. Periodically

(51%-75%)

3. Frequently

(Over 75%)

A. Work is carried on in a normal office setting or with limited exposure to disagreeable working conditions. Some less

than ideal situations might exist, including rude or disagreeable customers but the work environment is not

unhealthy by generally accepted health standards. Any health-related or disagreeable conditions are minor and

manageable and can be tolerated without special accommodation. This level is also appropriate for the individual

that must travel to other sites for administrative or clerical work. Points may be awarded based on a higher frequency

of disagreeable factors in the work and the service environment more generally.

0 5 10

B. Work requires office and field work which may expose the employee to seasonal temperatures, loud noise, dust and

dirt, unsanitary or unhealthy conditions and other conditions present in the work environment. This level is

appropriate for the employee with frequent field work requiring nominal levels of physical exertion (without

accommodation) such as inspectors, nurses, probation officers, social workers and others exposed to unhealthy home

or environmental conditions would also be rated in this category as would some animal control personnel.

20 30 40

C. Work environment is disagreeable due to discomfort from heavy manual activities (repeated lifting, pushing, digging

etc.) extreme weather conditions, situations that require high levels of caution and safety awareness, or other factors

which require adjusting to or procedurally accommodating these uncomfortable situations as a primary condition of

the job. Jobs rated at this level are typically those focused on heavy manual labor.

50 60 70

D. Work environment is very disagreeable due to extreme manual labor and adverse environmental conditions, with

exposure to hazardous materials or dangerous chemicals, confined or precarious work sites and other conditions

which require the use of special safety equipment and substantial physical or mental accommodation to perform the

job. This factor level is appropriate for the most extreme circumstances in which compensation is directly correlated

to working conditions.

80 90 100

Appendix B-2

Jackson County


Point Factor and Grade Placement

GRADE POSITION TITLE

Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

A Food Transporter 149 a1 90 60 a1 0 - 90 40 a2 30 100 20 20 b1 599 551-650

A Stockperson/ Custodian

149 a1 90 60 a1 0 - 90 30 a1 30 100 20 30 b2 599

A Home Care Worker 173 a2 90 60 a1 0 - 90 40 a2 30 100 20 40 b3 643

B Cook - DOA or YC 173 a2 120 80 a2 0 - 120 30 a1 30 125 20 10 a3 708 651-800

B Maintenance Worker I -

Facilities 173 a2 120 60 a1 0 - 120 30 a1 30 125 20 40 b3 718

C File Clerk - District

Court 149 a1 150 80 a2 0 - 150 40 a2 60 150 80 5 a2 864 801-950

C File/Imaging Clerk - FOC

173 a2 150 80 a2 0 - 150 40 a2 60 150 80 5 a2 888

C Animal Shelter

Attendant 220 b2 150 120 a2 0 - 150 30 a1 40 150 20 40 b3 920

D Hearing/Vision

Technician 173 a2 180 120 b1 0 - 180 60 b1 60 175 60 10 a3 1018 951-1100

D WIC Breast Feeding/Peer Counselor

173 a2 180 120 b1 0 - 180 60 b1 60 175 60 10 a3 1018

D

Imaging/Data Entry

Clerk - Register Of

Deeds

173 a2 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1033

D Deputy County Clerk 197 a3 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1057

D Deputy Probate Register

- Probate Court 197 a3 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1057

D Data Entry/Property Description Clerk

197 a3 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1057

D

Administrative

Assistant -

Jury/Elections

197 a3 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1057

Appendix B-2

Jackson County


Point Factor and Grade Placement (cont’d)


Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

D

Office Services

Specialist -

Transportation

197 a3 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1057

D Records Clerk - Sheriff 197 a3 180 120 b1 0 - 180 60 b1 70 175 80 5 a2 1067

D

Accounting Clerk/

Telecommunications Operator

220 b2 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1080

D Administrative Clerk 220 b2 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1080

D Account Clerk - Health 220 b2 180 120 b1 0 - 180 50 a3 70 175 80 5 a2 1080

D Senior Center Specialist 243 b3 180 120 b1 0 - 180 60 b1 70 175 60 10 a3 1098

E Maintenance Worker II

- Facilities 243 b3 210 120 b1 0 - 210 70 b2 50 200 20 50 c1 1173 1100-1250

E Deputy County Clerk -

Court Clerk 197 a3 210 140 b2 0 - 210 70 b2 70 200 80 5 a2 1182

E Mechanic II - Parks 243 b3 210 140 b2 0 - 210 60 b1 50 200 20 50 c1 1183

E Deputy District Court

Clerk 197 a3 210 140 b2 0 - 210 70 b2 70 200 80 10 a3 1187

E

Interstate and

Investigative Assistant - FOC

197 a3 210 140 b2 0 - 210 70 b2 70 200 80 10 a3 1187

E Support Services

Representative - FOC 197 a3 210 140 b2 0 - 210 70 b2 70 200 80 10 a3 1187

E Real & Personal

Property Appraiser I 197 a3 210 140 b2 0 - 210 70 b2 70 200 80 10 a3 1187

E Legal Secretary - Prosecutor's Office

243 b3 210 140 b2 0 - 210 70 b2 70 200 80 5 a2 1228

E Account/Data

Processing Clerk - FOC 243 b3 210 140 b2 0 - 210 70 b2 80 200 80 5 a2 1238

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

E Accounts Payable Clerk 243 b3 210 140 b2 0 - 210 70 b2 80 200 80 5 a2 1238

F Maintenance III -

Facilities 243 b3 240 140 b2 0 - 240 70 b2 50 225 20 50 c1 1278 1251-1400

F Driver 220 b2 240 140 b2 0 - 240 70 b2 50 225 20 80 d1 1285

F Airport Maintenance

Worker III 243 b3 240 140 b2 0 - 240 70 b2 50 225 20 80 d1 1308

F Maintenance Worker III

- Parks 243 b3 240 140 b2 0 - 240 70 b2 50 225 20 80 d1 1308

F Landfill Maintenance Coordinator

243 b3 240 140 b2 0 - 240 80 b3 50 225 20 80 d1 1318

F Administrative

Secretary - JNET 243 b3 240 160 b3 0 - 240 70 b2 70 225 80 5 a2 1333

F Administrative

Assistant - Pension 243 b3 240 160 b3 0 - 240 70 b2 70 225 80 5 a2 1333

F Secretary 243 b3 240 160 b3 0 - 240 70 b2 70 225 80 5 a2 1333

F Senior Clerk-Register

Of Deeds 243 b3 240 160 b3 0 - 240 80 b3 70 225 80 5 a2 1343

F

Senior Account

Clerk/Office Coordinator - Health

243 b3 240 160 b3 30 b1 240 80 b3 80 225 80 5 a2 1383

F Casework Coordinator -

District Court 243 b3 240 160 b3 30 - 240 80 b3 80 225 80 10 a3 1388

G Assistant Victim Rights

Coordinator 243 b3 270 180 c1 0 - 240 80 b3 70 250 80 5 a2 1418 1401-1550

G Administrative Assistant - Parks

243 b3 270 180 c1 0 - 240 70 b2 80 250 80 5 a2 1418

G Director of

Safety/Permit Agent 243 b3 270 180 c1 0 - 270 90 c1 60 225 60 30 b2 1428

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

G Jury Coordinator 243 b3 270 180 c1 0 - 270 80 b3 80 250 80 5 a2 1458

G

Senior Administrative

Secretary - Circuit Court

243 b3 270 180 c1 0 - 270 80 b3 80 250 80 5 a2 1458

G

Administrative

Assistant/Team Coordinator - FOC

243 b3 270 180 c1 0 - 270 80 b3 80 250 80 5 a2 1458

G Veterinarian Technician 243 b3 270 200 c2 0 - 270 80 b3 70 250 40 40 b3 1463

G Assistant Chief Deputy

County Clerk 243 b3 270 180 c1 30 b1 270 80 b3 80 250 80 5 a2 1488

G Chief Deputy Probate Register

243 b3 270 180 c1 30 b1 270 80 b3 80 250 80 5 a2 1488

G

Administrative

Assistant - Youth

Center

243 b3 270 180 c1 30 b1 270 80 b3 80 250 80 5 a2 1488

G Court Collections Officer - District Court

243 b3 270 200 c2 0 - 270 100 c2 60 250 60 40 b3 1493

G Senior Account Clerk -

Family Court 243 b3 270 200 c2 0 - 270 90 c1 90 250 80 5 a2 1498

G

Legal Secretary/Caseworker -

Child Support Division

243 b3 270 200 c2 0 - 270 90 c1 80 250 80 20 b1 1503

G Youth Specialist 267 c2 270 200 c2 0 - 270 100 c2 70 250 40 40 b3 1507

G Communications Tech/Clerk Typist

243 b3 270 220 c3 0 - 270 110 c3 90 250 80 10 a3 1543

H Tax Specialist 243 b3 300 180 c1 0 - 300 80 b3 90 275 80 5 a2 1553 1551-1700

H Enforcement Specialist 243 b3 300 200 c2 0 - 300 90 c1 80 275 40 30 b2 1558

H Heavy Equipment Operator

243 b3 300 200 c2 0 - 300 80 b3 60 275 20 80 d1 1558

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

H Court Recorder/Judicial

Secretary 243 b3 300 200 c2 0 - 300 80 b3 80 275 80 5 a2 1563

H Judicial Secretary 243 b3 300 200 c2 0 - 300 80 b3 80 275 80 5 a2 1563

H Elections Director 243 b3 300 200 c2 0 - 300 90 c1 80 275 80 5 a2 1573

H Airport Maintenance

Technician 267 b4 300 200 c2 0 - 300 80 b3 60 275 20 80 d1 1582

H Facilities Maintenance

Technician 267 b4 300 200 c2 30 b1 300 80 b3 70 275 20 50 c1 1592

H Assistant WIC Coordinator

243 b3 300 200 c2 40 b2 300 80 b3 70 275 80 10 a3 1598

H Mapping Specialist 267 c2 300 200 c2 0 - 300 80 b3 100 275 80 5 a2 1607

H Parks Maintenance

Technician 267 b4 300 200 c2 30 b1 300 80 b3 60 275 20 80 d1 1612

H Administrative Assistant - Sheriff

295 c3 300 200 c2 0 - 300 80 b3 80 275 80 5 a2 1615

H Enrichment Specialist 313 d2 300 220 c3 30 b1 270 80 b3 80 275 60 10 a3 1638

H Youth Services

Coordinator 295 c3 300 220 c3 30 b1 270 110 c3 70 275 40 40 b3 1650

H Recovery Court Coordinator

295 c3 300 200 c2 30 b1 300 90 c1 80 275 80 30 b2 1680

H Outreach Specialist -

DOA 313 d2 300 220 c3 30 b1 300 90 c1 80 275 60 30 b2 1698

I Lead Fleet Mechanic -

Sheriff 267 b4 330 240 d1 0 - 330 80 b3 60 300 20 80 d1 1707 1701-1850

I


Administrator

295 c3 330 240 d1 0 - 300 80 b3 80 300 80 5 a2 1710

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

I Golf Course

Coordinator 267 b4 330 220 c3 30 b1 330 80 b3 60 300 20 80 d1 1717

I Administrative

Assistant - Health 295 c3 330 220 c3 30 b1 300 80 b3 80 300 80 5 a2 1720

I Real & Personal Property Appraiser II

267 b4 330 220 c3 0 - 330 90 c1 90 300 80 20 b1 1727

I

Facilities/Fleet

Administrative

Operations Supervisor

267 b4 330 220 c3 60 c2 330 90 c1 70 300 60 30 b2 1757

I Social Worker - DOA 313 d2 330 240 d1 0 - 330 90 c1 70 300 60 30 b2 1763

I Investigator -

Prosecutor's Office 295 c3 330 240 d1 0 - 330 100 c2 80 300 60 30 b2 1765

I Bailiff/Research Clerk -

Circuit Court 337 e1 330 220 c3 0 - 330 90 c1 80 300 80 10 a3 1777

J Assistant Contracts and Purchasing Manager

267 b4 390 240 d1 30 b1 360 80 b3 70 350 60 5 a2 1852 1851-2000

J Mechanic 267 b4 390 240 d1 0 - 360 90 c1 60 350 20 80 d1 1857

J Corrections Deputy 243 b3 390 260 d2 0 - 330 130 d2 60 350 20 80 d1 1863

J Bench Warrant Officer - FOC

295 c3 390 260 d2 0 - 330 100 c2 60 350 40 40 b3 1865

J Enforcement Officer -

District Court 295 c3 390 260 d2 0 - 330 100 c2 60 350 40 40 b3 1865

J


Treasurer

267 b4 390 240 d1 30 b1 330 80 b3 100 350 80 5 a2 1872

J

Administrative

Assistant - Circuit Court

295 c3 390 240 d1 30 b1 330 80 b3 80 350 80 5 a2 1880

J

Administrative

Assistant - Medical Examiner

295 c3 420 240 d1 0 - 330 80 b3 80 350 80 5 a2 1880

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

J Working Foreman 220 a4 390 260 d2 60 b4 360 90 c1 60 350 20 80 d1 1890

J

Administrative Services

Manager - Transportation

295 c3 390 240 d1 30 b1 360 80 b3 80 350 80 5 a2 1910

J Assessing Specialist 267 b4 390 260 d2 0 - 360 90 c1 100 350 80 20 b1 1917

J Sanitarian I 313 d2 390 260 d2 0 - 360 80 b3 80 350 60 40 b3 1933

J Engineering Technician 295 c3 390 260 d2 0 - 360 90 c1 100 350 60 30 b2 1935

J GIS Analyst/Developer 337 d3 390 240 d2 0 - 360 90 c1 130 350 80 5 a2 1982

J Victim Rights

Coordinator 337 d3 390 260 d2 50 c1 330 90 c1 80 350 80 20 b1 1987

K Deputy Sheriff 243 b3 420 280 d3 0 - 390 150 e1 70 375 20 60 c2 2008 2001-2150

K Pension Coordinator 313 c4 420 260 d2 0 - 390 90 c1 80 375 80 5 a2 2013

K Surveyor/Construction

Specialist 267 b4 420 280 d3 30 b1 390 90 c1 100 375 60 30 b2 2042

K Human Resources Specialist

313 c4 420 280 d3 0 - 390 90 c1 90 375 80 5 a2 2043

K Chief Deputy Register

Of Deeds 267 b4 420 280 d3 50 c1 390 90 c1 90 375 80 5 a2 2047

K Nutritionist 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 20 b1 2062

K RN - Associate's Degree 313 c4 420 280 d3 0 - 390 100 c2 100 375 60 30 b2 2068

K Real & Personal

Property Appraiser III 295 c3 420 280 d3 0 - 390 100 c2 110 375 80 20 b1 2070

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

K Sanitarian II 337 d3 420 280 d3 0 - 390 90 c1 80 375 60 40 b3 2072

K Social Worker - Health 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 30 b2 2072

K Veterans Service Officer

295 c3 420 280 d3 70 d1 390 100 c2 80 375 60 5 a2 2075

K Caseworker - FOC 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 40 b3 2082

K Investigator - FOC 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 40 b3 2082

K Probation Agent 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 40 b3 2082

K Juvenile Probation

Officer - Family Court 337 d3 420 280 d3 0 - 390 100 c2 80 375 60 40 b3 2082

K Assistant Network

Administrator 295 c3 420 280 d3 0 - 390 100 c2 140 375 80 5 a2 2085

K Adoption Coordinator 313 d2 420 280 d3 30 b1 390 100 c2 80 375 80 20 b1 2088

K Counselor - DOA 360 e2 420 280 d3 0 - 390 100 c2 80 375 60 30 b2 2095

K Geriatric Mental Health

Coordinator 360 e2 420 280 d3 0 - 390 100 c2 80 375 60 30 b2 2095

K Health Educator 337 d3 420 280 d3 30 b1 390 100 c2 80 375 60 30 b2 2102

K Probate Register 337 d3 420 280 d3 50 c1 390 100 c2 90 375 60 5 a2 2107

K Intensive Supervision

Officer - District Court 337 d3 420 280 d3 30 b1 390 100 c2 80 375 60 40 b3 2112

K Family Counselor 337 d3 420 280 d3 40 b2 390 100 c2 80 375 60 30 b2 2112

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

K In-Home Service

Manager 337 d3 420 280 d3 50 c1 390 90 c1 80 375 60 30 b2 2112

K Home Care Supervisor 337 d3 420 280 d3 60 c2 390 100 c2 80 375 60 30 b2 2132

K Nutrition Services Manager

337 d3 420 280 d3 70 c3 390 100 c2 80 375 60 20 b1 2132

K Shift Supervisor - Youth

Center 337 d3 420 260 d2 60 c2 390 120 d1 70 375 60 40 b3 2132

L Fair Manager 313 c4 450 300 e1 50 c1 390 90 c1 80 400 60 20 b1 2153 2150-2300

L

State Trunklines Assistant

Superintendent

267 b4 450 300 e1 70 c3 420 100 c2 60 400 40 50 c1 2157

L

Emergency Preparedness

Coordinator

337 d3 450 300 e1 0 - 420 110 c3 80 400 60 5 a2 2162

L

Contracts and

Purchasing Manager - Transportation

267 b4 450 320 e2 60 c2 420 100 c2 80 400 60 5 a2 2162

L Staff Accountant 337 d3 450 280 d3 0 - 420 90 c1 110 400 80 5 a2 2172

L Maintenance Operations

Supervisor 295 b5 450 300 e1 60 c2 420 90 c1 70 400 40 50 c1 2175

L

Management

Analyst/Project

Communications Coordinator

337 d3 450 300 e1 30 b1 420 90 c1 90 400 60 10 a3 2187

L Golf Superintendent 313 c4 450 300 e1 80 d2 390 90 c1 70 400 60 40 b3 2193

L Public Health Nurse 337 d3 450 300 e1 0 - 420 100 c2 100 400 60 30 b2 2197

L Investigator/Conciliator 360 d4 450 300 e1 0 - 420 100 c2 80 400 60 30 b2 2200

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

L Systems Administrator 295 c3 450 300 e1 0 - 420 100 c2 150 400 80 5 a2 2200

L Parks Superintendent 313 c4 450 300 e1 80 d2 420 90 c1 70 400 40 40 b3 2203

L Sanitarian Coordinator 337 d3 450 300 e1 30 b1 420 100 c2 80 400 60 30 b2 2207

L WIC

Nutritionist/Coordinator 337 d3 450 300 e1 60 c2 420 100 c2 80 400 60 5 a2 2212

L Fleet Manager 313 c4 450 300 e1 60 c2 420 90 c1 70 400 60 50 c1 2213

L Chief Deputy County Clerk

313 c4 450 300 e1 60 c2 420 100 c2 90 400 80 5 a2 2218

L Clinical Services

Coordinator 337 d3 450 300 e1 60 c2 420 110 c3 80 400 60 5 a2 2222

L Community Health

Coordinator 337 d3 450 300 e1 60 c2 420 110 c3 80 400 60 5 a2 2222

L Teen Pregnancy Prevention Coordinator

360 d4 450 300 e1 50 c1 420 100 c2 80 400 60 5 a2 2225

L Facilities Project

Manager 313 c4 450 300 e1 60 c2 420 100 c2 80 400 60 50 c1 2233

L Database Administrator 337 d3 450 300 e1 0 - 420 100 c2 150 400 80 5 a2 2242

L Enterprise Systems Support

337 d3 450 300 e1 0 - 420 100 c2 150 400 80 5 a2 2242

L Intra-Internet Web

Administrator 337 d3 450 300 e1 0 - 420 100 c2 150 400 80 5 a2 2242

L Systems/Workflow

Administrator 337 d3 450 300 e1 0 - 420 100 c2 150 400 80 5 a2 2242

L Corrections Supervisor 295 c3 450 300 e1 60 c2 420 140 d3 70 400 60 50 c1 2245

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

L Deputy Director - DOA 337 d3 450 300 e1 100 d4 420 100 c2 80 400 60 10 a3 2257

L

Chief of Administrative

Services - Prosecutor's Office

360 d4 450 300 e1 60 c2 420 100 c2 90 400 80 5 a2 2265

M Senior Accountant/

Transportation 337 d3 480 300 e1 30 b1 450 100 c2 110 425 80 5 a2 2317 2301-2450

M Senior

Accountant/Finance 337 d3 480 300 e1 50 c1 450 100 c2 110 425 80 5 a2 2337

M Road Sergeant 295 c3 480 300 e1 80 c4 450 160 e2 70 425 40 50 c1 2350

M Chief Deputy County

Treasurer 337 d3 480 320 e2 60 c2 450 100 c2 110 425 80 5 a2 2367

M Design And

Construction Engineer 360 d4 480 320 e2 30 b1 450 120 d1 120 425 60 20 b1 2385

M Court Services Manager 337 d3 480 320 e2 80 c4 450 100 c2 110 425 80 5 a2 2387

M GIS Coordinator 360 d4 480 320 e2 50 c1 450 100 c2 150 425 80 5 a2 2420

M Assistant Director-

Youth Center 360 d4 480 320 e2 100 d4 450 130 d2 80 425 60 20 b1 2425

N Caseworker Supervisor - Juvenile Court

360 d4 510 340 e3 50 c1 480 120 d1 80 450 60 30 b2 2480 2451-2600

N

County Road

Maintenance Superintendent

313 b6 540 340 e3 80 d2 480 110 c3 70 450 60 40 b3 2483

N State Trunklines

Superintendent 313 c4 540 340 e3 80 d2 480 110 c3 70 450 60 40 b3 2483

N Airport Manager 360 d4 510 340 e3 70 d1 480 120 d1 80 450 60 20 b1 2490

N Chief Probation Officer 360 d4 510 340 e3 60 c2 480 120 d1 80 450 60 30 b2 2490

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

N Project Manager -

Transportation 360 d4 510 340 e3 50 c1 480 120 d1 100 450 60 20 b1 2490

N Assistant Prosecuting

Attorney I 404 f2 510 340 e3 30 b1 480 140 d3 80 450 60 5 a2 2499

N

FOC Supervisor/Program

Manager

383 e3 510 340 e3 70 c3 480 120 d1 80 450 60 30 b2 2523

N Enterprise Network

Administrator 360 d4 510 340 e3 0 - 480 120 d1 180 450 80 5 a2 2525

N Lieutenant 360 d4 510 340 e3 80 c4 480 160 e2 70 450 60 30 b2 2540

O Assistant Prosecuting

Attorney II 435 f3 540 360 f1 30 b1 510 150 e1 80 475 60 5 a2 2645 2601-2750

O Director of Department

on Aging 360 d4 540 360 f1 110 e3 510 150 e1 80 475 60 5 a2 2650

O Deputy Director - Human Resources

404 d6 540 360 f1 80 d2 510 140 d3 80 475 60 5 a2 2654

O Director of

Environmental Health 404 e4 540 360 f1 80 d2 510 140 d3 80 475 60 5 a2 2654

O Director of Fleet and

Facilities Operations 360 c6 540 360 f1 110 e3 510 150 e1 80 475 60 10 a3 2655

O Assistant Friend of the Court

360 d4 540 360 f1 100 d4 510 130 d2 110 475 80 5 a2 2670

O

Director of Health

Education and Health Promotion

404 e4 540 360 f1 100 d4 510 140 d3 80 475 60 5 a2 2674

O

Director of Personal and

Preventive Health

Services

404 e4 540 360 f1 100 d4 510 140 d3 80 475 60 5 a2 2674

O Senior Civil Engineer 383 d5 540 360 f1 50 c1 510 150 e1 130 475 60 20 b1 2678

P Parks Director 360 d4 570 380 f2 100 e2 540 120 d1 80 525 60 20 b1 2755 2751-2900

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

P Attorney Magistrate 435 f3 570 400 f3 30 b1 540 160 e2 80 500 60 5 a2 2780

P Attorney Referee -

Juvenile Court 435 f3 570 400 f3 30 b1 540 160 e2 80 500 60 5 a2 2780

P Assistant Prosecuting Attorney III

453 f4 570 400 f3 30 b1 540 160 e2 80 500 60 5 a2 2798

P Director Of Operations 404 d6 570 380 f2 110 d5 540 160 e2 70 500 60 5 a2 2799

P Attorney/Domestic

Relations Referee 435 f3 570 400 f3 50 c1 540 160 e2 80 500 60 5 a2 2800

P Captain 383 d5 570 380 f2 110 d5 540 170 e3 70 500 60 20 b1 2803

P Director Of Engineering 404 d6 570 380 f2 80 d2 540 170 e3 130 500 60 5 a2 2839

P Youth Center Director 404 e4 570 380 f2 120 e4 540 170 e3 80 525 60 20 b1 2869

Q Equalization Director 360 d4 600 400 f3 100 e2 570 160 e2 130 525 60 20 b1 2925 2901-3050

Q District Court

Administrator 404 d6 600 400 f3 120 e4 570 160 e2 90 525 60 5 a2 2934

Q Undersheriff 404 d6 600 400 f3 130 e5 570 180 f1 70 525 60 5 a2 2944

Q Assistant Prosecuting Attorney IV

453 f4 630 420 g1 30 b1 600 170 e3 80 525 60 5 a2 2973

Q Finance Officer 404 d6 600 400 f3 100 e2 570 170 e3 130 525 80 5 a2 2984

R Circuit/Family/Probate

Court Administrator 404 d6 630 420 g1 120 e4 600 160 e2 80 575 60 5 a2 3054 3051-3200

R Director of Human Resources

404 d6 630 440 g2 100 e2 600 170 e3 90 575 60 5 a2 3074

Appendix B-2

Jackson County




Education

and

Experience

Ed/

Ex #

Judgment

and

Independence

Internal

and

External

Relations

IER

# Supervision Sup #

Job

Complexity

Responsibility

for Rights of

Others

Res

# Technology

Impact on

Operations

Document

Concentration

Work

Environ-

ment

Env

#

Total

Points

Point/Grade

Parameters

R Friend of the Court 453 e6 630 420 g1 120 e4 600 160 e2 90 575 60 5 a2 3113

R Director of Information

Technologies 404 d6 630 420 g1 100 e2 600 170 e3 210 575 80 5 a2 3194

S Transportation Managing Director

404 d6 660 440 g2 150 f5 630 170 e3 80 600 60 10 a3 3204 3201-3350

S Deputy County

Administrator 404 e4 660 440 g2 140 f4 630 170 e3 110 600 60 5 a2 3219

S Chief Assistant

Prosecuting Attorney 500 f6 660 440 g2 80 d2 630 180 f1 80 600 60 5 a2 3235

S


Integration

453 e6 660 440 g2 150 f5 630 180 f1 80 600 60 5 a2 3258

APPENDIX C

MARKET SURVEY AND RELATED MATERIALS

Appendix C-1

Jackson County

Primary Market Comparables For the Classification and Compensation Study

Potential County

Comparables

2010 Census

Population

Population as

Percent of

Jackson

2015 Taxable

Valuation

Taxable Value as

Percent of Jackson

Jackson 160,248 - 4,317,954,029 -

Allegan 111,408 70% 4,402,665,052 102%

Berrien 156,813 98% 7,436,838,041 172%

Calhoun 136,146 85% 3,631,219,496 84%

Eaton 107,759 67% 3,353,542,662 78%

Ingham 280,895 175% 7,277,720,492 169%

Kalamazoo 250,331 156% 8,170,869,806 189%

Livingston 180,967 113% 8,053,582,840 187%

Monroe 150,021 94% 5,683,655,583 132%

Muskegon 172,188 107% 4,351,224,209 101%

Ottawa 263,801 165% 10,297,569,794 238%

Saginaw 200,169 125% 4,926,248,765 114%

St. Clair 163,040 102% 5,628,240,115 130%

Washtenaw 344,791 215% 14,925,681,702 346%

AVERAGE OF OTHERS 193,718 121% $6,779,927,581 157%

Sources: US Census Bureau and Michigan Department of Treasury

OTHER MARKET SOURCES

City of Jackson

Various prepared surveys as listed

Appendix C-2

Jackson County


Survey of Market Wages - Range Maximums, January, 2016

Position Title

Jackson

Range

Max

Average

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

COUNTY ADMINISTRATIVE FUNCTIONS

County Administrator/Controller 60.43 65.22 93% 61.84 65.49 59.53 55.41 69.58 74.07 72.14 58.27 67.98 75.84 58.85 63.18

65.68

Deputy County Administrator 49.26 51.96 95%

49.16 45.90 50.87

55.84

59.08 57.04

45.82

Administrative Assistant to the

County Administrator 22.32 24.49 91% 24.17 23.91 23.21 20.77 21.65 23.85 27.85 21.53 23.17 25.42 20.95 28.84 32.89 30.82

21.51 21.30

Finance Director 40.47 45.39 89% 47.65

41.71

47.05

38.25

57.04 38.31

53.52

39.58

Staff Accountant 27.73 29.49 94% 32.22

31.40 25.79 29.49 30.11 36.22 27.10 27.15 27.87 23.43 25.56

41.56 28.86 27.10 28.57

Accounts Payable Clerk 16.549 19.85 83% 18.65 23.05 21.59 20.77 21.46

18.62 17.29 19.62 19.13 18.50

24.73

17.15 17.48

Director of Human Resources and

Labor Relations 49.26 47.82 103% 47.65 46.60 41.71

43.67 52.59 53.18

45.99 53.01

42.68

49.57 49.40

Human Resources

Specialist/Generalist 27.73 28.29 98% 25.87 31.83 24.83 25.79 29.52 27.56 33.69 23.05 21.55 30.55

28.12 37.30 28.79

27.68

Administrative Clerk - Generic 16.549 17.77 93% 18.50

15.05 18.47 20.28 17.61 20.37 15.85 16.34 15.49 13.76

22.07 21.49 17.34 16.18

Secretary - Generic 19.32 19.75 98% 17.59 23.91 18.78 18.47 20.28

23.54 17.11 16.34 16.58 15.20 19.76 25.40 23.92 20.39 19.95 18.76

INFORMATION TECHNOLOGY

Director of Information Technology 49.26 49.09 100%

53.70 37.13 45.90 56.33 52.59 55.84 45.35 41.76 53.01 43.94 49.94 53.64

Network Manager 31.56 36.39 87% 35.10 40.83 31.40 33.51 40.79 30.11 39.84 35.10 36.00 40.24 33.42 36.49 46.47 30.11

Systems/Digitizing Coordinator 29.56 30.85 96%

33.74 28.54

27.56

31.25 34.47 29.54

Assistant Network Administrator 27.73 29.26 95%

33.74 28.54 23.99 29.49 23.85 33.69 23.05 32.76 30.55

29.27 41.26 23.35

28.53 27.59

Public Safety Technology Specialist 29.56 29.63 100%

25.35

23.85 33.69

36.00

29.27

GIS Coordinator 31.56 31.79 99% 26.31 38.51 22.86 33.51 26.94

33.69 21.53 36.00 38.31 29.54 33.73 39.59 32.74

EQUALIZATION

Equalization Director 45.74 46.68 98% 43.71 59.07 41.71 45.90 39.15 45.90 53.18 38.25 52.92 48.36

46.17

45.82

Mapping Specialist 20.555 23.59 87% 21.49 25.35

22.12 21.97 22.72 20.36 31.09

Property Appraiser – Level 3 23.753 28.30 84%

25.35 26.72 30.47 24.78 27.56 30.63 27.10 25.22 28.82

25.72 36.44 30.82

Property Appraiser – Level 2 22.098 25.28 87% 26.31 20.95 22.86 25.79

21.54 25.31

27.11 23.43 24.30 33.62 26.86

Appendix C-2

Jackson County


Survey of Market Wages - Range Maximums, January, 2016 (cont'd)

Position Title

Jackson

Range

Max

Average

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

FACILITIES MAINTENANCE

Director of Facility Services 35.54 37.48 95% 32.22

28.54 36.02 43.67

42.83

45.99

34.10 36.49

Maintenance Supervisor - Facilities 29.56 30.13 98% 29.57

23.11

35.20 27.56 30.63 29.54

30.55

34.88

Maintenance Technician - Highest 22.098 22.00 100% 23.01 27.89 20.32

21.68 20.03 21.91 18.62 20.31 23.52 19.32 19.12 27.66

23.89 20.78

Maintenance Technician – Entry

Level 18.932 18.15 104% 18.83 19.04 15.05 18.47 19.38 14.89

17.11 17.09 20.45 17.12 19.12 21.27

Custodian 14.319 15.13 95% 17.59 15.03

14.74 15.98 12.20 17.63 13.84

16.33 12.57 17.51

14.94 14.26 14.13

PARKS DEPARTMENT

Parks Director 40.47 42.79 95%

44.38

33.51 43.67 45.90

48.25 48.36 33.42 39.46

48.15

Administrative Assistant - Parks 20.76 21.13 98% 18.83 17.31

18.47 23.13

24.02 20.45 16.18 19.95 27.69 24.73

21.51 21.30

Parks Maintenance Technician 22.098 22.06 100%

18.47

23.76

18.62 24.02 20.45

23.80 24.73

23.89 20.78

Parks Mechanic 17.789 19.03 93%

22.52 16.20

18.91

18.50

VETERANS’ SERVICES

Director of Veterans Affairs 25.79 30.51 85% 33.76 30.31 37.13 23.99 35.20 27.56 36.22 21.53 32.76

26.66

ANIMAL CONTROL

Veterinarian Technician 20.76 20.22 103%

21.88

21.91

16.86

Animal Shelter Attendant 16.549 16.73 99%

16.36

14.35 20.37 15.85

DRAIN COMMISSIONER 12,194

Drain Commissioner 65,230 79,823 82% 74,267 78,749 65,426 78,665 85,731 95,472 90,438 74,993 77,629 86,110 89,171 61,224

TREASURER $55 plat

County Treasurer 73,075 85,579 85% 74,267 78,749 77,957 78,655 97,834 109,387 90,008 74,993 91,310 98,189 89,313 66,289

Chief Deputy Treasurer 31.56 32.68 97% 28.94 23.91 33.73 30.47 35.20 37.38 39.84 27.10 38.06 36.71 29.54 31.19

32.74

Tax Administration/Lead Clerical 25.79 24.55 105% 24.59

21.53

27.56 27.85 21.53 21.55 27.87

23.15

25.35

Deputy Treasurer 22.098 22.02 100% 21.49

19.31

21.53

27.87 21.66 18.50

23.78

Appendix C-2

Jackson County



Position Title

Jackson

Range

Max

Average

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

CLERK/REGISTER OF DEEDS $55 plat

County Clerk/Register of Deeds 76,987 84,350 91% 74,267

77,957 78,655

109,387

81,178

98,189

70,817

Chief Deputy Clerk 27.73 30.37 91% 28.94 31.83

22.85 34.86 27.56 36.22 24.85 29.82 38.31 29.97 28.84

Elections Specialist 22.32 22.99 97% 20.11 23.05 22.08 20.77 26.70

27.85 20.01 24.02 27.87 17.12 17.51

28.79

Deputy Clerk - Vital Records 16.549 18.14 91% 18.83 15.74 18.03 17.59 19.38 21.54 20.37 15.85

18.50 16.18 17.51

Deputy Clerk - Court 17.789 17.84 100% 19.78 17.31 18.03 17.59 18.18

20.37 15.85

18.50 16.18 16.59

Chief Deputy Register of Deeds 27.73 28.54 97% 25.31 26.48

23.99 32.19 27.56 36.22 23.05 29.82 36.71 25.95 26.66

Imaging/Data Entry Clerk 16.549 17.22 96% 18.83 15.74 18.03 16.75 17.05 16.54

17.11 17.19 18.50 15.20 14.93 20.50

17.73 17.03

SHERIFF

Sheriff 87,734 107,193 82% 96,252 101,831 92,374 100,235 123,698 137,030 118,196 95,994 103,463 121,945 107,927 87,374

Undersheriff 42.05 46.61 90% 42.73 48.82 39.97 41.73 54.87 52.59 50.65 41.87 40.62 48.36 43.94 54.01

45.82

Administrative Assistant to the

Sheriff 22.32 22.44 99% 21.12 23.91 21.59 22.85 23.13 21.80 23.54 20.01 20.58 25.42 19.13 19.21 30.05 23.92

21.51 21.30

Administrative Secretary to the

Detective Bureau 19.32 19.27 100%

15.74

19.18 21.91 17.11

17.56

23.92

19.95 18.76

Records Clerk 16.549 17.61 94% 18.83 15.74 15.74 16.00 18.18 19.18 21.91 18.65 16.40 11.91 16.50 17.73 22.58

17.73 17.03

Dispatcher 20.79 21.85 95% 22.57 25.32 21.87 23.45 24.10 22.54 16.24 20.73 14.51

20.73 30.07 20.03

Captain/Operations Manager –

Corrections or Road Patrol 40.47 39.43 103%

37.13 32.59 33.88 47.05 41.38 37.06 39.13

42.66 35.83 40.82 46.18

Correction Supervisor 29.953 30.90 97% 28.66 33.00 27.95 28.67 36.44 31.35 32.30 28.75 31.90 32.12 28.78

Corrections Officer 26.85 25.72 104% 25.92 29.70 23.84 24.44 27.29 25.79 26.25 23.34 24.63 25.12 23.63 24.29 30.17

Lieutenant – Road Patrol and

Dispatch 34.74 35.89 97% 36.41 35.20 30.17 32.27 36.44 36.38 37.06 36.22 34.34

33.67 37.13 40.52 40.73

Road Sergeant 31.051 33.01 94% 34.13 33.00 27.95 29.55 35.51

32.30 33.32 32.82 34.59 28.78 33.78 36.42 37.03

Deputy Sheriff 27.537 29.13 95% 30.48 29.70 23.84 25.19 27.56 31.35 28.97 28.70 27.78 30.62 25.80 30.56 36.84 30.47

Appendix C-2

Jackson County



Position Title

Jackson

Hourly

Range

Max

Average

Annual

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

PROSECUTOR

Prosecutor 107,529 125,247 86% 108,155 124,912 106,729 115,252 132,075 137,030 135,863 113,650 143,580 138,455 135,136 112,133

Chief Assistant Prosecuting Attorney 49.26 53.07 93% 48.49 59.07 46.18 45.90 58.90 58.78 55.84

52.92 57.04 50.74 49.94

Assistant Prosecutor 1 35.985 35.69 101%

35.01 28.98 33.51 42.65 33.01 39.84 33.43

36.71 36.67 34.46 38.31

Assistant Prosecutor 4 44.55 45.86 97% 40.91 51.26 44.44 39.74 44.54 41.33 50.65 42.93 44.73 52.19 43.94 46.19 53.34

Investigator 23.753 25.63 93%

26.30 22.08 30.47 26.94 23.85

21.97

27.78

Legal Secretary 17.789 18.40 97% 19.75 17.31 15.76 20.77 21.68 16.54 20.37 17.11 17.19 17.47 15.20 18.68 21.36

Legal Secretary/Caseworker- Child

Support Division 20.555 20.89 98%

19.04 15.76 18.47 20.49 19.76 23.54

25.22 26.64 15.20 24.77

Victim Rights Advocate Coordinator 27.73 25.04 111% 25.87 28.93 21.53 22.85 21.68 23.85 25.31

27.87 23.43 31.19 22.91

DEPARTMENT OF AGING

Executive Director - Aging 35.54 34.94 102% See applicable tab for supplementary survey results

Counselor - Aging 27.73 29.60 94% See applicable tab for supplementary survey results

Social Worker - Aging 23.99 21.56 111% See applicable tab for supplementary survey results

Nutrition Services Manager 27.73 26.37 105% See applicable tab for supplementary survey results

Home Care Worker 13.44 13.55 99% See applicable tab for supplementary survey results

Cook 14.319 15.39 93% See applicable tab for supplementary survey results

FRIEND OF THE COURT

Friend of the Court 45.74 48.78 94% 51.96 48.82

45.90 54.87 41.33 53.18 45.35 48.26 53.01 43.94 49.94

Assistant Friend of the Court 35.54 37.64 94% 41.73 35.01

39.74 40.82 33.01

35.10

38.07

Administrative Assistant - FOC 20.76 21.15 98%

23.91 19.29 20.77 21.68 19.76 26.72 20.01 21.55 19.97

15.41 23.07

21.51 21.30

Investigator/Conciliator 31.244 31.02 101% 29.61

25.70

32.16 37.38 28.40 26.23 37.37

30.00 32.33

Interstate and Investigative Clerical

Assistant 17.789 18.64 95% 18.52 17.65 18.16

18.18

19.00 23.14 18.30 16.18 18.68

FOC Caseworker 25.537 26.65 96%

27.13 25.74

29.49 27.56 24.52

25.22 25.09 23.26 31.83

FOC Enforcement Specialist 22.098 22.00 100% 24.20 22.37

20.77 21.68 19.76 22.49 21.06

22.91

22.75

Support Services Representative 17.789 18.24 98% 17.32 20.29 17.13 18.47 18.18 21.54 17.37 16.75 16.40 21.54 16.18 15.41 20.50

Appendix C-2

Jackson County



Position Title

Jackson

Hourly

Range

Max

Average

Annual

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

CIRCUIT/FAMILY/PROBATE COURT

Circuit/Family/Probate Court

Administrator 45.74 49.07 93%

52.86

58.90

50.65 38.25 48.26 57.04 43.94 42.68

Administrative Assistant/ADR Clerk 25.79 23.64 109%

31.34 20.77 24.87 19.76 23.54 21.53 21.55

24.65 23.07

25.35

Research Attorney/Bailiff - Circuit

Court 22.098 27.04 82%

31.83

25.79 28.88 27.56 30.63

21.54 27.19 23.26 26.66

Judicial Secretary 20.76 22.05 94% 24.20 21.74 22.65 22.85 24.90 19.76 22.49 18.62 21.55 21.48 21.66 24.65 23.07

20.39 21.51 21.30

Probate Register 27.73 28.98 96%

28.93 29.19 23.99

24.85

35.14 29.54 31.19

Deputy Probate Register 16.549 18.78 88% 19.78 18.49 18.33 18.47 16.27

18.93 20.01 22.55

16.18

Family Division Attorney Referee 40.458 42.38 95% 41.71 42.36 44.73

43.64 41.33 46.04 45.35 37.37 44.11 35.80 39.46 46.64

Juvenile Probation Officer 27.73 26.84 103% 29.61 26.06 25.70 25.79 28.54 27.70 26.72 26.22 25.22 29.31 23.76 26.66 27.66

Senior Account Clerk- Family Court 20.555 21.40 96% 24.20

18.93 21.53

19.62

24.65

19.99 20.89

DISTRICT COURT

District Court Administrator 45.74 46.30 99% 45.70 48.82 52.86 39.74 43.67 58.78 46.04 38.25 45.99 49.10 43.94 42.68

District Court Attorney Magistrate 40.458 41.60 97% 40.69 42.36 44.73

40.82 41.33 42.83

37.37 37.60

46.64

Court Services Manager 31.56 32.82 96%

39.67

33.01 27.85

32.76 30.84

Chief Deputy District Court Clerk

(Casework Coordinator) 19.123 19.72 97%

19.76

22.85

19.17

17.12

Deputy District Court Clerk 17.789 18.46 96% 19.78 17.97 18.16 18.47 18.18 19.76 17.37 17.62 17.35 20.15 15.20 20.26 19.68

Chief Probation Officer 33.64 33.79 100% 35.10 35.01 32.49 29.01 37.99 37.38 31.75 35.10

32.86

31.19

Probation Officer 29.555 27.12 109% 29.61 26.30 25.70 25.79 26.94 27.56 26.72 24.85 25.18 29.31 24.48 26.66 33.46

District Court Officer (and

Collections Officer) 20.555 22.04 93% 24.20 23.19 18.16

19.38 23.85

23.05

20.15 18.22 20.03 30.17

YOUTH FACILITY

Director of Youth Services 37.65 41.94 90% 38.26 46.60 41.71 45.90 43.67 45.90

38.25 45.99 40.24 38.31 36.49

Assistant Youth Services Director 31.56 33.66 94% 35.30 38.51 31.40 33.51

37.38

30.43 25.91 36.37 33.42 34.39

Administrative Assistant - Youth

Center 20.76 20.69 100% 18.52 23.91 18.78 18.47 22.94

20.01 16.40 19.98

18.73 27.69

21.51 21.30

Shift Supervisor 27.73 26.43 105% 27.77 26.30 24.83 25.79 32.19 27.56

27.91 20.58 28.98 18.45 21.91 34.88

Appendix C-2

Jackson County



Position Title

Jackson

Hourly

Range

Max

Average

Annual

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

Youth Specialist 20.555 20.72 99%

21.31 18.03 18.47 21.68

23.75

21.56

20.26

Family Counselor 27.73 28.07 99% 35.10 26.06 28.54 29.01

27.10 28.32

24.65 27.66

27.59 27.81 26.96

TRANSPORTATION – ROADS

Managing Director 49.26 53.92 91% See applicable tab for supplementary survey results

Director of Operations 40.47 43.32 93% See applicable tab for supplementary survey results

Director of Engineering 40.47 42.50 95% See applicable tab for supplementary survey results

Senior Civil Engineer/County

Engineer - 38.88 - See applicable tab for supplementary survey results

Project and Design Engineer 33.64 32.17 105% See applicable tab for supplementary survey results

County Road Maintenance

Superintendent 35.54 35.91 99% See applicable tab for supplementary survey results


(Construction Inspector) 23.99 26.51 90% See applicable tab for supplementary survey results

Purchasing Manager 31.56 29.26 108% See applicable tab for supplementary survey results

Accountant 31.56 32.51 97% See applicable tab for supplementary survey results

Fleet Manager 27.82 30.47 91% See applicable tab for supplementary survey results

Mechanic 26.2 23.87 110% See applicable tab for supplementary survey results

Lead Worker/Supervisor for Road

Crews 25.95 23.81 109% See applicable tab for supplementary survey results

Heavy Equipment Operator 22.95 21.99 104% See applicable tab for supplementary survey results

Driver 19.00 20.72 92% See applicable tab for supplementary survey results

AIRPORT

Airport Manager 33.64 35.42 95%

39.84

41.76

24.65

HEALTH DEPARTMENT

Health Officer 49.26 52.04 95% 51.96 59.07 49.16 48.59 62.89 58.78 55.84 45.35 45.99 57.04 47.09 42.68

Administrative Assistant - Health 23.99 22.55 106%

23.91 18.78 24.84 23.13

21.53

25.42 19.69

23.07

Account Clerk - Health 16.549 18.65 89% 19.75 15.74 22.89 19.58 20.49 21.54

17.11 18.09 17.47 16.45 19.95

17.15 16.28

Director of Personal and Preventive

Health Services 37.65 38.63 97% 41.71 42.36 37.13 36.39 40.82 45.90

35.10 27.15 40.24 38.62 39.46

Appendix C-2

Jackson County



Position Title

Jackson

Hourly

Range

Max

Average

Annual

Range

Max of

Market

Jackson

as

Percent

of

Market

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St.

Clair

County

Washtenaw

County

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

Director of Health Education and

Health Promotion 37.75 36.38 104%

34.54

38.02 37.38 33.69 35.10 31.25 40.24

33.73 43.43

Health Educator 27.73 26.96 103%

24.28 27.24 29.49 30.11 30.63 24.85 23.64 27.11

24.65 27.66

Clinical Services Coordinator 29.56 31.31 94%

37.13 29.31 35.20 23.85 36.22 27.10 29.82 33.49 29.97 31.19 31.09

WIC Nutritionist/Coordinator 29.56 30.91 96%

31.83 34.54 29.31 35.20

33.69

27.15

29.97 25.37 31.09

Nutritionist 27.73 26.50 105%

25.35 22.89 27.24 29.49 23.85 30.63 24.85 25.91 27.11

27.66

Public Health Nurse – BA

MINIMUM 27.73 29.64 94%

27.24 33.34 33.01 33.69 24.85

30.63

28.29 27.87 27.87

Public Health Nurse – AD

MINIMUM - 27.21

29.57 27.89 28.51

26.66 28.74 23.73 25.37

Hearing/Vision Technician 16.549 18.46 90% 18.50 17.31 19.37 17.52 18.18 17.61 20.37 20.01 19.65 19.62 13.51 18.50 19.79

Social Worker – Health 27.73 26.75 104% 24.47

28.23 25.20 29.49

24.85

27.11

26.65

27.81 26.96

Director of Environmental Health 37.65 38.52 98% 41.71 38.51 37.13 36.39

37.38 46.04 35.10 36.40 40.24 38.31 36.49

Sanitarian 2 27.453 28.78 95% 29.57 25.35 28.23 27.24 35.17 30.11 33.69 24.85

28.82 24.61 26.67 31.09

Emergency Preparedness

Coordinator - Health 29.56 30.57 97% 29.57 28.93 30.20 27.24 32.16 27.56 33.69

29.82 30.55 28.60 31.19 37.30

BOARD OF COMMISSIONERS

Chair of the Board of

Commissioners 11,558 16,040 72% 11,894 11,125 13,652 8,978 17,425 15,607 18,114 17,637 18,584 21,537 14,137 20,913 18,911 -

Vice Chair of the Board of

Commissioner 11,033 13,836 80% 10,258 10,413 11,909 8,123 12,704 14,047 16,024 15,662 16,359 17,768 11,689 17,999 16,911 -

Committee Chairman 10,771 13,671 79%

10,413

11,689

18,911 -

Commissioner 10,508 13,004 81% 10,258 9,822 11,038 7,743 11,647 12,486 15,326 14,110 16,359 17,230 10,874 16,250 15,911 -

Commissioner Meeting Pay $35 - - $45-$90 $55 No

$35 per

meeting

- $70

max per

day

$60 No No No No No

$50 -

$25 for

second

meeting

No

$3,172

annual

stipend

-

Methodology and Notes:

All salaries are range maximum or actual salary if no range maximum exists.

For all counties except Jackson: Wages have been reported both hourly and annual. All except BOC have been converted to hourly.

For hourly pay calculation for the market, 2080 hours is used as divisor for all but Washtenaw, Berrien and Allegan Counties (1950 hours used).

Appendix C-2

Jackson County



In a number of cases surveyed title differs from actual Jackson County title. This has been done to make the title more recognizable to survey respondents.

Washtenaw County: All department heads and most deputy salaries have not been used in the market comparison due to the size difference. The only exceptions are Information Technology which in Washtenaw County is part of a

larger Infrastructure Management Department and does not appear to be markedly different in job scope. Secondly, Board of Commissioners market data is included.

All other counties: All Chief Deputies for Clerk and ROD included in the comparison. Comparison is to "second-in-command" for these departments.

Monroe County has two-tier wage system; higher tier used.

For Finance Director, any responses where the county does not have a Deputy County Administrator position have been assumed to be more complex and removed.

For Deputy County Administrator: Kalamazoo County has been removed due to greater job complexity.

Facilities Director: Those with noted, extensive grounds responsibilities have been eliminated as have those with significant architectural and construction responsibilities.

Veterans Affairs Director: Washtenaw removed due to size of department and trust fund. Sample includes other larger operations and likely skews market sample upward.

Circuit/Family/Probate Court Administrator comparisons include only those with responsibility for the same three courts.

Deputy Probate Register may contain some responses more applicable to the Chief Deputy Probate Register thereby inflating the market average.

District Court Officer: Jackson County has responsibility for collections. This duty is not shared by all the respondents. All are court officers.

Mechanic II - Parks: Survey average has only three market responses and due to sample size may be overvalued in comparison to the Jackson County position.

Driver - Transportation is the entry level for Jackson County. Some responses are likely for higher skilled transportation workers, boosting the market average.

Mapping Specialist survey average is skewed upward by much higher wage in Washtenaw County.

All Jackson County Technician positions performing maintenance are likely undervalued by market comparables reporting jobs at lesser skill levels.

Bailiff/Research Clerks in the comparables are almost exclusively research oriented (not bailiffs), often with a higher minimum educational requirement. The results are thus skewed upward.

Administrative Assistant - Health is a more complex position than reported in the market. The average wage eliminates several jobs that appear to be less complex than the Jackson County position.

Engineering Technicians in the market vary in duties and job complexity. This has been considered in evaluating the labor market relative to the Jackson County position.

For Chief Deputy Clerk and Chief Deputy Treasurer, Washtenaw County wages are not used in the market comparison due to the relative size of the operations.

Human Resources Specialist/Generalist is compared to Bachelor's Degree level positions in a number of counties.

County Administrator/Controller wages are all actual wages.

Lieutenants are paid an additional $2,500 stipend in Jackson County. This has not been included in the above wage level.

Supplementary survey data sources are all effective 2015 and adjusted upward 2% to account for temporal differences. Market midpoints and medians used. Supplemental survey sources include the American Society of Employers

(ASE) 2015 southeastern Michigan annual survey, The Employers Association (TEA) 2015 annual survey and the State of Michigan 2015 state-wide survey of major employers, segmented to reflect the Jackson area. Where possible.

Sources: Survey of referenced municipalities, effective date of January 1, 2016 and other survey sources as listed.

Appendix C-3

Jackson County


Market Comparables for Jackson County Transportation Department

County

2010 County

Population

FY 2014

MTF

Revenue

Total Act 51

Distribution*

Jackson County Road Department 160,248 10,392,383 10,767,490

Calhoun County Road Department 136,146 7,786,904 8,205,502

Eaton County Road Commission 107,759 7,462,953 7,871,876

Ingham Road Department 280,895 12,193,775 12,628,650

Kalamazoo County Road Commission 250,758 12,889,323 13,352,232

Kent County Road Commission 602,622 29,542,721 30,607,021

Livingston County Road Commission 180,967 12,396,151 12,838,431

Monroe County Road Commission 152,021 10,305,486 10,678,081

St. Clair County Road Commission 162,678 9,931,070 10,636,504

Van Buren County Road Commission 76,157 5,725,970 6,029,260

Washtenaw County Road Commission 344,791 16,863,472 17,465,250

AVERAGE OF OTHERS 229,479 12,509,783 13,031,281

JACKSON COUNTY: PERCENT OF AVERAGE 70% 83% 83%

* Total Act 51 distribution includes mileage transfer amount, snow removal payments and local program fund if applicable.

Sources: US Census and County Road Association of Michigan.

Appendix C-4

Jackson County


Supplemental Survey for Comparable Road Agency Wages

Position Title

Jackson

County

Average of

Others

Jackson

as a

Percent of

Market

Calhoun

County

Eaton

County

RC

Ingham

County

Livingston

County

RC

Monroe

County

RC

St. Clair

County

RC

Washtenaw

County RC

Kalamazoo

County

RC

Van

Buren

County

RC

Kent

County

RC

City of

Jackson

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

Managing Director $49.26 53.92 91%

54.49 56.37 55.64 40.87 51.00 59.45 52.68 60.88

Director of Operations $40.47 43.32 93% 39.72

46.17 51.00 31.25

47.30 44.50

Director of Engineering $40.47 42.50 95% 37.13 41.79 49.40 43.91 37.84 42.55 47.30 40.09

Senior Civil Engineer - 38.88 -

46.17 37.45

42.55 36.14 33.41 33.53 40.21 41.56

Project and Design

Engineer $33.64 32.17 105% 29.97

33.87 27.39 35.47 31.62 27.61

34.62

33.50

35.52

County Road Maintenance

Superintendent $35.54 35.91 99%

41.79 33.87 33.87 28.67

40.16 40.09 30.85 37.99

State Trunklines

Superintendent $33.64 inconclusive -

33.41

37.99


(Construction Inspector) $23.99 26.51 90% 20.85 32.01 32.23 23.83 28.67 24.85 25.98

27.33 24.63 24.73

Purchasing Manager $31.56 29.26 108%

26.80 31.66

25.91

29.11

30.82

31.29

Senior Accountant $31.56 32.51 97%

29.49 33.87

32.41

30.37 37.64 31.96

31.83

Fleet Manager $27.82 30.47 91% 23.28 26.80 33.87 33.87 27.68

34.17

31.79 32.68 30.11

Office Manager $29.56 inconclusive -

28.41

27.61

Mechanic $26.20 23.87 110% 20.28 23.71 23.99 23.45 23.47

26.20 21.74 22.19 23.94 28.10 25.49

Lead Worker/Working

Foreman for Road Crews $25.95 23.81 109% 22.62

23.47

24.16

24.07 24.73

Heavy Equipment

Operator $22.95 21.99 104% 20.28 21.21 21.67 23.31 22.54 22.50 23.21 19.74 19.90 23.53 23.35

22.65

Driver $19.00 20.72 92% 19.62 20.92 20.68 22.81 22.22 21.61 22.67 18.51 19.08 20.99

18.83

Methodology: In some cases surveyed title differs from actual Jackson County title. This has been done to make the title more recognizable to survey respondents.

Managing Director, Director of Operations and Director of Engineering wages for Kent County RC have not been used due to organizational size.

Some responses have not been used if responsibilities or scope of authority was deemed to be not comparable to Jackson County conditions. Office Manager responses are for Deputy Finance Director in one case. Response insufficient to use as market benchmark.

Project and Design Engineer comparables are all PE level.

Supplementary survey data sources all effective 2015 and adjusted upward 2% to account for temporal difference. Market midpoints and medians used. Source: Survey of referenced road agencies, presumed effective date of January 1, 2016 and other survey sources as listed.

Appendix C-5

Jackson County


Supplemental Survey for Comparable Department of Aging Wages

Position Title

Jackson

Hourly

Wage

Average of

Market

Jackson

as

Percent

of

Market

Barry

County

COA

Bay

County

COA

Berrien

County

Eaton

County

Kalamazoo

County

Monroe

County

Muskegon

County

St.

Joseph

COA

Saginaw

County

State of

Michigan

Survey

American

Society of

Employers

The

Employers'

Association

Executive Director - Aging 35.54 34.94 102% 30.83 32.90 37.38 27.10 48.41 34.56 33.42

Counselor - Aging 27.73 29.60 94% 27.56 38.06 27.59 27.81 26.96

In-Home Service Manager 27.73 inconclusive - 23.56 24.69

Social Worker - Aging 23.99 21.56 111% 19.44 22.10 22.60 20.95 22.74

Nutrition Services Manager 27.73 26.37 105% 26.86 27.56 24.69

Home Care Supervisor 27.73 inconclusive - 24.23 30.11

Home Care Worker 13.44 13.55 99% 13.82 13.09

14.08 13.22

Senior Center Specialist 16.72 inconclusive - 23.56 14.89

Cook 14.319 15.39 93% 17.06 15.76 16.75 15.23 13.58 13.97 Methodology:

In some cases surveyed title differs from actual Jackson County title. This has been done to make the title more recognizable to survey respondents.

Some responses have not been used if responsibilities or scope of authority was deemed to be not comparable to Jackson County conditions.

Supplementary survey data sources all effective 2015 and adjusted upward 2% to account for temporal difference. Market midpoints and medians used.

Source: Survey of referenced agencies, presumed effective date of January 1, 2016 and other survey sources as listed.

Appendix C-6

Jackson County


Supplemental Survey Data from State of Michigan Survey and ASE and TEA Surveys

Administrative Assistant - County Administrator

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1

Administrative Assistant II

(Experienced) ASE 934 employees

State of

Michigan Feb-15 $21.09

2 Administrative Assistant III TEA 161 employees West Michigan Nov-14 $20.89

Estimated Market Data

Record Adjustment Adjusted Adjustment Adjusted

Number Factor for Date For Date

Formula for

Location For Location

1 2.00% $21.51 0.00% $21.51

2 2.00% $21.30 0.00% $21.30

Average: Base Salary $21.48

Source: 2015 ASE Office, Clerical and Technical Compensation Survey - State of Michigan

2014-2015 TEA Wage and Salary Survey

Counselor - DOA

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Rehabilitation Counselor

State of

Michigan 18 employees

State of

Michigan Sep-15 $27.05

2 Social Worker - MSW ASE 483 employees

State of


3 Social Worker (Licensed) TEA 13 employees West Michigan Nov-14 $26.43




Formula for


1 2.00% $27.59 0.00% $27.59

2 2.00% $27.81 0.00% $27.81

3 2.00% $26.96 0.00% $26.96


Source: State of Michigan Survey, September 2015

2015 ASE Office, Supervisory, Managerial and Professional Compensation Survey - State of Michigan


Appendix C-6

Jackson County


Supplemental Survey Data from State of Michigan Survey and ASE and TEA Surveys (cont'd)

Home Care Worker

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Domestic Services Aide

State of


State of





Formula for


1 2.00% $13.22 0.00% $13.22



Social Worker - DOA

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Services Specialist-Bachelors

State of

Michigan 822 employees Area 2 Sep-15 $22.29




Formula for


1 2.00% $22.74 0.00% $22.74


Source: State of Michigan Survey, September 2015 (Area 2 consists of southern Michigan bordered on the north by a line that includes

Bay and Midland counties and goes west to Oceana County, excluding Wayne, Oakland, and Macomb counties.)

Appendix C-6

Jackson County



Judicial Secretary

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Secretary

State of

Michigan 2,260 employees

State of


2



State of






Formula for


1 2.00% $20.39 0.00% $20.39

2 2.00% $21.51 0.00% $21.51

3 2.00% $21.30 0.00% $21.30



2015 ASE Office, Clerical and Technical Compensation Survey


Senior Account Clerk - Family Clerk

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accounting Clerk II (Experienced) ASE 263 employees

State of


2 Accounting Clerk III (Advanced) TEA 22 employees West Michigan Nov-14 $20.48




Formula for


1 2.00% $19.99 0.00% $19.99

2 2.00% $20.89 0.00% $20.89


Source: 2015 ASE Office, Clerical and Technical Compensation Survey


Appendix C-6

Jackson County



Administrative Assistant - ADR Clerk

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Administrative Assistant I (Advanced) ASE 879 employees

State of





Formula for


1 2.00% $25.35 0.00% $25.35



Facilities Maintenance Technician

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1

Building/Grounds Maintenance

Mechanic I (Exp.) ASE 326 employees

State of


2


Mechanic TEA 43 employees West Michigan Nov-14 $20.37




Formula for


1 2.00% $23.89 0.00% $23.89

2 2.00% $20.78 0.00% $20.78


Source: 2015 ASE Production and Maintenance Compensation Survey


Appendix C-6

Jackson County



Maintenance Worker I - Facilities (Janitor)

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Janitor

State of

Michigan 2,252 employees Area 2 Sep-15 $14.65

2 Office Janitor ASE 391 employees

State of


3 Office Janitor TEA 66 employees West Michigan Nov-14 $13.85




Formula for


1 2.00% $14.94 0.00% $14.94

2 2.00% $14.26 0.00% $14.26

3 2.00% $14.13 0.00% $14.13




2015 ASE Office, Production and Maintenance Compensation Survey


Accounts Payable/Telecommunications Clerk

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accounting Clerk III (Entry) ASE 71 employees

State of


2 Accounts Payable Clerk TEA 89 employees West Michigan Nov-14 $17.14




Formula for


1 2.00% $17.15 0.00% $17.15

2 2.00% $17.48 0.00% $17.48


Source: 2015 ASE Office, Production and Maintenance Compensation Survey


Appendix C-6

Jackson County



Financial Officer

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Financial Analysis Manager TEA 11 employees West Michigan Nov-14 $38.80




Formula for


1 2.00% $39.58 0.00% $39.58


Source: 2014-2015 TEA Wage and Salary Survey

Staff Accountant

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accountant

State of


2 Accountant II (Experienced) ASE 260 employees

State of


3 Accountant III TEA 56 employees West Michigan Nov-14 $28.01




Formula for


1 2.00% $28.86 0.00% $28.86

2 2.00% $27.10 0.00% $27.10

3 2.00% $28.57 0.00% $28.57




2015 ASE Office, Supervisory, Managerial and Professional Compensation Survey


Appendix C-6

Jackson County



Administrative Assistant/Team Coordinator

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1



State of






Formula for


1 2.00% $21.51 0.00% $21.51

2 2.00% $21.30 0.00% $21.30




Enforcement Specialist

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Child Support Specialist

State of


State of





Formula for


1 2.00% $22.75 0.00% $22.75



Appendix C-6

Jackson County



Administrative Clerk

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 General Office Assistant

State of

Michigan 1.398 employees Area 2 Sep-15 $17.00

2 General Clerk III (Entry) ASE 204 employees

State of





Formula for


1 2.00% $17.34 0.00% $17.34

2 2.00% $16.18 0.00% $16.18





Cook

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Food Service Worker (Corporate) TEA 5 employees West Michigan Nov-14 $13.70




Formula for


1 2.00% $13.97 0.00% $13.97


Source: 2014-2015 TEA Wage and Salary Survey

Appendix C-6

Jackson County



Secretary

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Secretary

State of

Michigan 2,260 employees

State of


2 General Clerk I (Advanced) ASE 242 employees

State of


3 General Clerk III (Advanced) TEA 27 employees West Michigan Nov-14 $18.39




Formula for


1 2.00% $20.39 0.00% $20.39

2 2.00% $19.95 0.00% $19.95

3 2.00% $18.76 0.00% $18.76





Account Clerk - Health

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accounting Clerk III (Entry) ASE 71 employees

State of


2 Accounting Clerk I (Entry) TEA 14 employees West Michigan Nov-14 $15.96




Formula for


1 2.00% $17.15 0.00% $17.15

2 2.00% $16.28 0.00% $16.28


Source: 2015 ASE Office, Production and Maintenance Compensation Survey


Appendix C-6

Jackson County



Public Health Nurse

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Registered Nurse (RN)

State of

Michigan 14,811 employees Area 2 Sep-15 $27.74

2 Registered Nurse (RN) ASE 127 employees

State of


3 Registered Nurse (RN) TEA 1,470 employees West Michigan Nov-14 $27.32




Formula for


1 2.00% $28.29 0.00% $28.29

2 2.00% $27.87 0.00% $27.87

3 2.00% $27.87 0.00% $27.87






Social Worker - Health

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary


State of






Formula for


1 2.00% $27.81 0.00% $27.81

2 2.00% $26.96 0.00% $26.96


Source: 2015 ASE Supervisory, Managerial and Professional Compensation Survey - State of Michigan


Appendix C-6

Jackson County



Human Resources Director

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Human Resources Director ASE 9 employees

State of


2 Human Resources Director TEA 8 employees West Michigan Nov-14 $48.43




Formula for


1 2.00% $49.57 0.00% $49.57

2 2.00% $49.40 0.00% $49.40




Human Resources Specialist

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Human Resources Generalist ASE 259 employees

State of





Formula for


1 2.00% $27.68 0.00% $27.68



Appendix C-6

Jackson County



Assistant Network Administrator

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Network Support Technician I ASE 55 employees

State of


2 Network Administrator TEA 46 employees West Michigan Nov-14 $27.05




Formula for


1 2.00% $28.53 0.00% $28.53

2 2.00% $27.59 0.00% $27.59




Mechanic II - Parks

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1


Mechanic II (Entry) ASE 139 employees

State of





Formula for


1 2.00% $18.50 0.00% $18.50


Source: 2015 ASE Production and Maintenance Compensation Survey- State of Michigan

Appendix C-6

Jackson County



Parks Maintenance Technician

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1


Mechanic I (Exp.) ASE 326 employees

State of


2


Mechanic TEA 43 employees West Michigan Nov-14 $20.37




Formula for


1 2.00% $23.89 0.00% $23.89

2 2.00% $20.78 0.00% $20.78




Administrative Assistant - Parks

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1



State of






Formula for


1 2.00% $21.51 0.00% $21.51

2 2.00% $21.30 0.00% $21.30




Appendix C-6

Jackson County



Imagining/Data Entry Clerk - Register of Deeds

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 General Clerk II (Experienced) ASE 344 employees

State of


2 General Clerk II (Experienced) TEA 45 employees West Michigan Nov-14 $16.70




Formula for


1 2.00% $17.73 0.00% $17.73

2 2.00% $17.03 0.00% $17.03




Administrative Assistant - Sheriff

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1



State of






Formula for


1 2.00% $21.51 0.00% $21.51

2 2.00% $21.30 0.00% $21.30




Appendix C-6

Jackson County



Records Clerk - Sheriff

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 General Clerk II (Experienced) ASE 344 employees

State of


2 General Clerk II (Experienced) TEA 45 employees West Michigan Nov-14 $16.70




Formula for


1 2.00% $17.73 0.00% $17.73

2 2.00% $17.03 0.00% $17.03




Administrative Secretary - JNET

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 General Clerk I (Advanced) ASE 242 employees

State of


2 General Clerk III (Advanced) TEA 27 employees West Michigan Nov-14 $18.39




Formula for


1 2.00% $19.95 0.00% $19.95

2 2.00% $18.76 0.00% $18.76




Appendix C-6

Jackson County



Senior Accountant

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accountant I (Advanced) ASE 222 employees

State of





Formula for


1 2.00% $31.83 0.00% $31.83



Contracts and Purchasing Manager

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Buyer II (Experienced) ASE 377 employees

State of





Formula for


1 2.00% $31.29 0.00% $31.29



Appendix C-6

Jackson County



Driver

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Laborer

State of





Formula for


1 2.00% $18.83 0.00% $18.83




Heavy Equipment Operator

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Experienced Heavy Equipment Operator ASE 28 employees

State of





Formula for


1 2.00% $22.65 0.00% $22.65



Appendix C-6

Jackson County



Mechanic

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Heavy Equipment Mechanic

State of





Formula for


1 2.00% $25.49 0.00% $25.49




Design and Construction Engineer

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Transportation Engineer

State of


State of


2 Civil Engineer TEA 3 employees West Michigan Nov-14 $34.82




Formula for


1 2.00% $33.50 0.00% $33.50

2 2.00% $35.52 0.00% $35.52




Appendix C-6

Jackson County



Administrative Assistant - Tax Leader

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Administrative Assistant I (Advanced) ASE 879 employees

State of





Formula for


1 2.00% $25.35 0.00% $25.35



Tax Specialist

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Accounting Clerk I (Advanced) ASE 146 employees

State of





Formula for


1 2.00% $23.78 0.00% $23.78



Appendix C-6

Jackson County



Family Counselor

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1 Rehabilitation Counselor

State of


State of



State of






Formula for


1 2.00% $27.59 0.00% $27.59

2 2.00% $27.81 0.00% $27.81

3 2.00% $26.96 0.00% $26.96



2015 ASE Office, Supervisory, Managerial and Professional Compensation Survey - State of Michigan


Administrative Assistant - Youth Center

Raw

Data

Record

Number Match Source

Comparable

Positions Data Cut

Survey

Effective

Date

Median

(50%)

Base

Salary

1



State of






Formula for


1 2.00% $21.51 0.00% $21.51

2 2.00% $21.30 0.00% $21.30


Source: 2015 ASE Office, Clerical and Technical Compensation Survey - State of Michigan


Appendix C-7

Jackson County


Matrix of Supplemental Survey Sources

Position Title Department

State of Michigan

Job Description Title ASE Job Description Title TEA Description Title

Administrative Assistant - County Administrator Administration


(Experienced) Administrative Assistant III

Counselor - DOA Aging Rehabilitation

Counselor Social Worker - MSW Social Worker (Licensed)

Home Care Worker Aging Domestic Services

Aide

Social Worker - DOA Aging Services Specialist -

Bachelors

Judicial Secretary Circuit Court Secretary Administrative Assistant II


Senior Account Clerk - Family Court Circuit Court

Accounting Clerk II (Experienced) Accounting Clerk III (Advanced)

Administrative Assistant - ADR Clerk Circuit Court

Administrative Assistant I

(Advanced)

Facilities Maintenance Technician Facilities


Mechanic I (Exp.)


Mechanic

Maintenance Worker I - Facilities (Janitor) Facilities Janitor Office Janitor Office Janitor

Accounts Payable/Telecommunications Clerk Finance

Accounting Clerk III (Entry) Accounts Payable Clerk

Finance Officer Finance

Financial Analysis Manager

Staff Accountant Finance Accountant Accountant II (Experienced) Accountant III

Administrative Assistant/Team Coordinator Friend of the Court



Enforcement Specialist Friend of the Court Child Support

Specialist

Administrative Clerk Generic General Office

Assistant General Clerk III (Entry)

Cook Generic

Food Service Worker (Corporate)

Secretary Generic Secretary General Clerk I (Advanced) General Clerk III (Advanced)

Account Clerk - Health Health

Accounting Clerk III (Entry) Accounting Clerk I (Entry)

Public Health Nurse Health Registered Nurse

(RN) Registered Nurse (RN) Registered Nurse (RN)

Social Worker - Health Health

Social Worker - MSW Social Worker (Licensed)

Director of Human Resources Human Resources

Human Resources Director Human Resources Director

Human Resources Specialist Human Resources

Human Resources Generalist

Assistant Network Administrator Information Technology

Network Support Technician I Network Administrator

Mechanic II - Parks Parks


Appendix C-7

Jackson County


Matrix of Supplemental Survey Sources (cont'd)

Position Title Department

State of Michigan

Job Description Title ASE Job Description Title TEA Description Title

Mechanic II (Entry)

Parks Maintenance Technician Parks


Mechanic I (Exp.)


Mechanic

Administrative Assistant - Parks Parks



Imaging/Data Entry Clerk - Register of Deeds Register of Deeds

General Clerk II (Experienced) General Clerk II (Experienced)

Administrative Assistant - Sheriff Sheriff



Records Clerk - Sheriff Sheriff

General Clerk II (Experienced) General Clerk II (Experienced)

Administrative Secretary - JNET Sheriff

General Clerk I (Advanced) General Clerk III (Advanced)

Senior Accountant Transportation

Accountant I (Advanced)

Contracts and Purchasing Manager Transportation

Buyer II (Experienced)

Driver Transportation Laborer

Heavy Equipment Operator Transportation

Experienced Heavy Equipment

Operator

Mechanic Transportation Heavy Equipment

Mechanic

Design and Construction Engineer Transportation Transportation

Engineer Civil Engineer

Administrative Assistant - Tax Leader Treasurer

Administrative Assistant I

(Advanced)

Tax Specialist Treasurer

Accounting Clerk I (Advanced)

Family Counselor Youth Center Rehabilitation

Counselor Social Worker - MSW Social Worker (Licensed)

Administrative Assistant - Youth Center Youth Center



Appendix C-8

Jackson County


Job Descriptions for Supplemental Surveys

STATE OF MICHIGAN SURVEY

Rehabilitation Counselor [P-11]

Performs a variety of professional assignments to provide vocational rehabilitation guidance and

counseling to people with mental, physical, or emotional disabilities. This is the experienced

level. Provides counseling and guidance to clients regarding vocational choices. Determines the

client's eligibility and need for rehabilitation services. Develops a diagnostic plan for each client

in order to identify the type and extent of the handicap or disability and to facilitate plans and

arrangements for special medical treatments and services. Develops comprehensive individual

rehabilitation plans for clients. Participates in job development and job placement programs,

contacts prospective employers and follows up on clients who have been placed. Requires

possession of a master's degree with a major in counseling, rehabilitation counseling, or a

counseling-related field such as psychology, social work, or special education. There is no

experience requirement at the entry level, but this level requires 2 years of experience at a lower

level within the series.

Domestic Services Aide [E-6]

Performs a variety of hospital or nursing home services such as housekeeping, preparing and

serving food, janitorial work, laundering, and related services. This is the experienced level.

Prepares, cooks and bakes food and prepares meals for residents with special dietary needs.

Serves food in a cafeteria line. Loads food to carts and delivers to resident area. Washes dishes,

utensils and equipment; cleans kitchen and dining room areas. Collects and sorts clothing and

linens for laundering; operates laundry equipment; and sorts, folds and stores laundered items.

Mends, alters, and repairs garments and other items. Vacuums, sweeps, and mops floors; washes

windows and walls; and performs other custodial tasks. No specific amount of formal education

is required. There is no experience requirement for entry to this series but this level requires 1.5

years of experience at a lower level within the series.

Services Specialist (Social Caseworker/Bachelor’s Level) [11-B]

As professional social caseworkers, provides services to socially and economically

disadvantaged individuals in programs administered by the Department of Health and Human

Services such as protective services, foster care, adoption, juvenile justice, foster home licensing,

and adult services. This is the experienced level. Provides casework services to dependent,

neglected, abused, delinquent and handicapped children; to socially and economically

disadvantaged and dependent adult clients; or to other individuals and families. Requires a

bachelor's degree with a major in social work, sociology, psychology, family ecology,

consumer/community services, family studies, family and/or child development, guidance/school

counseling, counseling psychology, criminal justice, or human services. There is no experience

requirement for entry to this series but this level requires 2 years of experience at a lower level

within the series.

Appendix C-8

Jackson County


Job Descriptions for Supplemental Surveys (cont'd)

Secretary [E-8]

Coordinates office activities and performs secretarial assignments for professional or

management staff in support of the on-going office operations. This is the experienced level.

Composes and types routine letters, memoranda, reports, minutes of meetings, scientific or

technical material, numerical data, charts and forms. Receives and screens visitors and telephone

callers, takes messages, schedules appointments for the professional and management staff, and

provides information requiring knowledge of agency operations, supervisor's point of view, and

the interpretation and application of policies and procedures. Schedules and arranges meetings

and conferences. Establishes and maintains office files. Composes routine letters and

memoranda. Requires knowledge and skills typically acquired through the completion of high

school and three years of office experience including one year at a lower level in this series.

Janitor [E-5]

Performs a variety of janitorial, custodial and/or security tasks to maintain clean and safe

buildings and grounds. This level performs a full range of janitorial assignments, includes

cleaning and servicing rest rooms, sweeping, vacuuming, and mopping floors, stripping,

scrubbing, waxing and buffing floors; washing walls, windows, mirrors and fixtures; and

dusting. Loads and unloads supplies and moves heavy furniture and equipment using dollies,

handcarts or power equipment. Makes rounds of buildings and grounds to inspect doors,

windows, and locks to ensure they are properly and securely fastened. Requires one year of

experience in the care and cleaning of buildings but no specific amount of formal education.

Accountant [12]

Performs a variety of assignments involving the design maintenance, and implementation of

accounting systems; the systematic classification and assessment of accounting data; and the

preparation of related managerial and financial reports. This is the advanced level and may serve

as a lead worker with responsibility for overseeing the work assignments of other professionals

or serve as a senior worker and regularly perform the more complex assignments. Reviews and

prepares financial statements and accounting reports for departmental management and federal

agencies. Develops guidelines for the maintenance and reconciliation of financial data; maintains

and reconciles the more difficult financial control records for expenditures, allotments, receipts

and encumbrances. Designs, revises, and implements accounting systems and procedures in

accordance with generally accepted accounting principles and theories. Requires a bachelor's

degree with at least 24 semester hours of accounting and 3 years of professional experience

performing or auditing the systematic classification and evaluation of accounting data and the

preparation of related financial and managerial reports, including 1 year at the P11 level in the

class series.

Child Support Specialist [P-11]

Functions as professional child support specialists, completing a variety of assignments to

establish paternity, locate absent parents, and secure support payments from absent parents.

Employees at this level perform a full range of professional assignments to include receiving

Appendix C-8

Jackson County



referrals for child support services and determining actions to secure child support, such as

enforcement of existing order, initiation of support action, or establishment of paternity. Locates

absent parents through the use of a variety of resources. Interviews clients and alleged parents to

determine identity and location of absent parents and/or to establish paternity. Advises clients

and absent parents of legal procedures to establish paternity and obtain child support. Requires a

bachelor's degree with at least 30 semester (45 term) credits in areas of human services such as:

social welfare, social work, sociology, psychology, family ecology, family life education,

consumer/community services, family and child development, guidance and counseling, criminal

justice, gerontology, special education, education of the emotionally disturbed, or education of

the gifted. There is no experience requirement for entry to this series but this level requires 2

years at a lower level within the series.

General Office Assistant [E-7]

Performs a variety of general office support assignments where the processing of documents,

recording, retrieving, and distribution of data or information are an essential and/or substantial

part of the work. This is the experienced level. Checks and/or compares documents, forms,

applications, or other materials for accuracy and completeness. Reviews and processes

documents such as incorporation papers, insurance policies, contracts, bonds, deeds, leases, tax

returns, and permits requiring the exercise of judgment to make decisions and take actions.

Searches records, assembles materials, and compiles information. Sorts, batches, alphabetizes,

and/or places in numerical order various documents for filing, storage, or processing. Files

documents or correspondence. Prepares and processes bills, invoices, receipts, statements, and

checks. May perform typing duties incidental to assigned tasks. May use computer terminal to

look up or verify information. Requires knowledge and skills typically acquired through the

completion of high school and two years of general office experience including one year at a

lower level in this series.

Registered Nurse (RN) [12]

Provides professional nursing care services to patients of state facilities or clientele of other state

health care programs. Most positions are located in mental health or correctional facilities,

therefore, the work may involve the treatment of non-cooperative patients, clients with

psychosocial problems and needs, or chronic and acute health problems. This is the first

advanced level and the employee may function as a lead worker, senior worker, or as an

emergency/clinic nursing services specialist. The vast majority of non-supervisory employees in

this series are at this level. Provides general nursing care services, utilizes professional nursing

processes, assesses health care needs of patients, and responds to emergency health care needs of

patients. Requires possession of an associate's, bachelor’s, or master’s degree in nursing accepted

for licensure by the Michigan Board of Nursing. This level requires one year of experience as a

Registered Nurse, or the possession of a master’s degree in nursing or possession of a bachelor’s

degree in nursing and six months of experience equivalent to a Registered Nurse P11 may be

substituted for the experience requirement.

Appendix C-8

Jackson County



Laborer [E-6]

Performs a wide variety of tasks requiring the use of hand and power tools and motorized

equipment in order to assist in the maintenance of state buildings, grounds, parks, highways, and

bridges. Operates tractors or power mowers, removes snow by hand or using snow blowers or

snowplow. Tills, plants, sprays, weeds, waters, and prunes flower beds and gardens. Cleans

grounds, walks, lots and such facilities as garages, storerooms and park and rest area facilities.

Assists in the performance of minor building maintenance jobs using manual and power hand

tools. Hauls and removes garbage; loads, unloads, and moves supplies, materials, equipment or

furniture and performs a variety of other general laborer tasks. There is no experience

requirement for entry to this series but this level requires 1 year equivalent to a lower level

within the series. No specific amount of formal education is required.

Heavy Equipment Mechanic [E-10]

Performs a variety of activities designed to service, repair and maintain pieces of heavy

equipment, including but not limited to heavy-duty truck and semi-tractors, material spreaders,

excavators, high pressure pumps, 25 ton and smaller bulldozers, graders, cranes, snow plows,

backhoes, tractors, street sweepers, and other heavy equipment. Diagnoses, services, and repairs

various systems that are found on heavy equipment such as mechanical and computer electronic

controls, air brake systems, transmissions, computer controlled automatic and 13 speed manual

transmissions, high voltage generators, and pneumatic systems. Performs inspections on a variety

of heavy equipment. Requires knowledge and skills typically acquired through the completion of

high school. This level requires four years of experience assisting skilled trades people in the

repair and maintenance of heavy equipment, including two years at the lower level in this series,

and possession of a Commercial Driver’s License (CDL).

Transportation Engineer [12]

Completes a variety of assignments in one or more specialized areas of transportation systems

and programs involving research, planning, design, technology, materials, construction, traffic

safety, traffic operations, and maintenance of highways, bridges, airports, railways, and related

structures and technological devices and applications. This is the senior level. The vast majority

of non-supervisory employees in this series are at this level. Prepares and checks detail plans,

design calculations, cost estimations, and recommendations prepared by other engineers for

completeness, accuracy and conformity to engineering practices and standards. Compiles and

analyzes engineering data and prepares conclusions and recommendations. Designs and prepares

preliminary and final plans. Estimates costs of projects. May perform assignments that are

recognized as the more complex or may oversee the work of professional staff by making and

reviewing work assignments, establishing priorities, and coordinating activities. Requires a

Bachelor of Science degree in civil engineering. There is no experience requirement for entry to

this series but this level requires 3 years of experience at a lower level within the series.

Appendix C-8

Jackson County



AMERICAN SOCIETY OF EMPLOYERS SURVEY

Administrative Assistant II (Experienced)

Experienced level administrative assistant job. The job typically requires high school graduate

level reading, communication, math and problem solving skills and 3+ years of experience, or

equivalent. Incumbents perform administrative support work; specific duties vary with

department(s) assigned. Assists the department or function manager and other department or

function staff by performing a variety of support duties, such as conference/meeting planning,

preparing complex documents or coordinating activities. Gathers data and prepares standard and

custom reports with information necessary for decision-making. Incumbents typically use

computer applications for word processing, spreadsheets, databases, graphics or scheduling.

Other skills may include use of a programmable telephone system, audiovisual equipment or the

internet. Incumbents must have the ability to exercise independent judgment and discretion.

Incumbents make non-routine choices within established guidelines, with minimal supervision.

Social Worker - MSW

Advanced level professional social work job. The job typically requires a master's degree in

social work (MSW), plus experience and is typically licensed (LGSW, LSW, LISW), or

equivalent. Performs responsible and difficult professional casework providing intensive social

work case services involving complex social problems and treatment plans; directs service

programs and may provide work direction to social work paraprofessionals in social work

functions; and performs related work as assigned. May provide a wide array of social work

functions such as assessment interview, counseling, case evaluation, or adoption services.

Determines appropriate methods of treatment, and/or provides other social services to

individuals, groups, or families. May provide referrals to appropriate community services or

financial assistance. Provides accurate and understandable interpretations of policies and

regulations to clients. Maintains proper records according to organization, state, and federal

guidelines.

Accounting Clerk II (Experienced)

Second of three levels of accounting clerical work. The job typically requires a general

understanding of accounting principles commensurate with 2+ years of accounting training or

experience, or equivalent. In larger departments this level may specialize in accounts payable,

accounts receivable or another area of accounting. Incumbents make routine choices within

established procedures. Incumbents perform basic troubleshooting to reconcile account balances

and inquiry to obtain missing information or verify unusual data. An intermediate level of

computer skill is required, usually involving use of an accounting software package and

spreadsheets to enter, compile or extract data. Work is relatively independent, with supervision

available to address non-routine questions.

Appendix C-8

Jackson County



Administrative Assistant I (Advanced)

Highest level administrative assistant job, not directly supporting the CEO or President. The job

typically requires high school graduate level reading, communication, math and problem solving

skills and 5+ years of experience, or equivalent. Perform administrative support work; specific

duties vary with department(s) assigned. Assists the department or function manager and other

department or function staff by performing a variety of support duties, such as

conference/meeting planning, preparing complex documents or coordinating activities. Gathers

data and prepares reports with information necessary for decision-making. Typically uses and

may train others to use, computer applications for word processing, spreadsheets, databases,

graphics or scheduling. Incumbents must have the ability to exercise independent judgment and

discretion. May set precedent within limits and/or administer operating rules and procedures

under management guidance. May provide work direction to other support staff.

General Clerk III (Entry)

First level of general clerical work, typically requiring reading, communication and math skills

commensurate with a high school education or GED and no previous experience, or equivalent.

Duties include performing routine clerical procedures in support of an assigned department or

function. Duties may include combinations of counter work, filing, checking, redirecting, or

entering data into a computer. Incumbents follow prescribed procedures in handling, classifying,

filing or indexing data. Working under close supervision, incumbents perform simple

computations according to clearly defined principles.

Building/Grounds Maintenance Mechanic I (Exp.)

Experienced level of building/grounds maintenance. The job typically requires a technical

degree, or equivalent, and 3+ years of experience. Work involves planning and performing work

relating to repair of buildings, mechanical and/or electrical equipment; installing and aligning

new equipment; and repairing building, floors, stairs, etc. Works independently on projects of

greater complexity and may provide direction to an assistant or to less experienced maintenance

staff. This is not a janitor job even though janitor duties may be performed a minor amount of the

time.

Office Janitor

General labor job. The job typically requires the ability to follow basic verbal and written

instructions, such as the ability to read and follow label instructions on cleaning supplies. Job

duties include sweeping floors, vacuuming carpeting, removing wastepaper and other refuse, and

dusting furniture and fixtures. May also include performing routine light manual work in

cleaning and sweeping offices, halls, restrooms, etc. Do not report plant maintenance staff unless

office maintenance duties are secondary.

Accounting Clerk III (Entry)

First of three levels of accounting clerical work. The job typically requires reading,

communication and math skills commensurate with a high school education or GED and no

Appendix C-8

Jackson County



previous accounting experience, or equivalent. Work is task oriented, routine and repetitive, such

as matching bills to purchase orders or entering data. Much of the time is spent using a keyboard.

Follows instructions and is subject to close supervision.

Accountant II (Experienced)

Second of three levels of professional general accounting work. The job typically requires a

bachelor's degree in accounting and 2+ years of experience, or equivalent. Under limited

supervision, analyzes financial information detailing assets, liabilities, and capital, and prepares

balance sheet, profit and loss statement, and other reports to summarize current and/or projected

company financial position(s). May establish, modify, document, and coordinate implementation

of accounting and accounting control procedures. Typically uses standard spreadsheet and

database software or an accounting applications package designed for general accounting. May

direct and coordinate activities of other accountants and clerical workers performing accounting

and bookkeeping tasks.

General Clerk I (Advanced)

Advanced level of general clerical work, typically requiring reading, communication and math

skills commensurate with a high school education or GED and 5+ years of related training and

experience, or equivalent. Incumbents have a high degree of understanding of the work function

and will typically provide work direction to other clerical staff within the area. Incumbents

perform a variety of clerical and typing duties, some non-routine and complex in nature.

Incumbents utilizes knowledge of company policies and procedures in maintaining files, records,

and other information. Incumbents work under minimal supervision, using good judgment in

resolving routine problems.

Registered Nurse (RN)

Registered Nurse (RN) working in healthcare, or with a specialization in public health or

occupational health. The job typically requires up to four years of training, although some

programs are two years, or equivalent, and passing a licensing examination. Incumbents work

under the direction of physicians, nursing supervisors or company medical officers and perform

duties such as triage, direct patient care, dispensing medication, public health screening and

assessment, immunizations, employment physicals, management of workers' compensation

cases, including light duty or other return-to-work programs for injured or sick employees.

Incumbents may lead a first response team in responding to workplace injuries or employee

illness. Incumbents may perform administrative duties associated with workers compensation

and OSHA reporting requirements. Incumbents may train employees in first response and CPR.

Human Resources Director

This is the top HR position where the function is staffed at a director level and the job is usually

not considered part of the executive cabinet. The job typically requires a degree in human

resources and 8+ years of general Human Resources experience, including management

experience, or equivalent. Directs and coordinates activities related to HR and Industrial

Appendix C-8

Jackson County



Relations functions. Job duties include, but are not limited to, employment, compensation,

benefits, payroll, OD, employee relations, performance management, AAP/EEO, training,

recruitment, and safety. Establishes programs and policies designed to protect company and

employee interests in accordance with company HR policies and gov't laws and regulations. The

director supervises HR staff, often through subordinate staff. May also be responsible for

administration or facilities. Typically reports to an Executive Vice President or directly to the

CEO, and will develop and recommend policies for approval by senior management.

Human Resources Generalist

Human resource professional, typically in an organization with more than one human resource

staff person, with responsibility for several human resource activities. The job typically requires

a degree in human resources and 1 year or less of experience, or equivalent. Duties include

supporting the organization through work in several areas of human resources, which may

include coordinating employment activities, participating in union contract negotiations (where

applicable), receiving and acting on employee complaints or grievances, administering employee

records, ensuring compliance with labor laws and regulations, recommending and coordinating

employee training activities and administering compensation, benefits and performance

programs. Typically reports to a Manager, Director or VP of Human Resources and administers

functional rules and procedures under management guidance.

Network Support Technician I

Under general supervision, is responsible for the maintenance, troubleshooting, and repair of

network systems. The job typically requires two years of formal training beyond high school and

3+ years of experience or equivalent. Provides support on more complex installations and/or

maintenance assignments. Monitors and diagnoses hardware and software problems utilizing a

variety of hardware and software testing tools and techniques. Installs and configures network

hardware and software. Provides technical support and training to end-users. Administers

network security and backs up file server data/disks. Provides minor to moderately complex

server maintenance. Typically reports to a project leader or manager.

Administrative Assistant I (Advanced)



skills and 5+ years of experience, or equivalent. Perform administrative support work; specific

duties vary with department(s) assigned. Assists the department or function manager and other

department or function staff by performing a variety of support duties, such as

conference/meeting planning, preparing complex documents or coordinating activities. Gathers

data and prepares reports with information necessary for decision-making. Typically uses and

may train others to use, computer applications for word processing, spreadsheets, databases,

graphics or scheduling. Incumbents must have the ability to exercise independent judgment and

discretion. May set precedent within limits and/or administer operating rules and procedures

under management guidance. May provide work direction to other support staff.

Appendix C-8

Jackson County



Building/Grounds Maintenance Mechanic II (Entry)

First level of building/grounds maintenance mechanic. The job typically requires a technical

school degree, or equivalent. Work involves planning and performing work relating to repair of

buildings, mechanical and/or electrical equipment; installing and aligning new equipment; and

repairing building, floors, stairs, etc. Works independently on projects of limited complexity or

as an assistant to more experienced maintenance staff on more difficult projects. This is not a

janitor job even though janitor duties may be performed a minor amount of the time.

General Clerk II (Experienced)

Experienced level of general clerical work, typically requiring reading, communication and math


experience, or equivalent. Incumbents normally are familiar with department or functional

operations and are able to work with minimal assistance. Incumbents perform clerical, counter

work and typing duties of some diversity, requiring the application of various standard

procedures and preparation or use of several types of forms, reports or records. Incumbents may

post data directly to a database from information furnished. Posting may involve some

intermediate operation such as cross-checking, comparison or ordinary calculations. Incumbents

may prepare and type reports, orders or other forms such as requisitions, schedules or control

records of various types.

Accountant I (Advanced)

Third of three levels of professional general accounting work. The job typically requires a

bachelor's degree in accounting and 5+ years of experience, or equivalent. The job may also be

referred to as Senior Accountant or Staff Accountant. Under direction from management and

using independent judgment, performs advanced and specialized accounting assignments,

usually involving complex and confidential data. Obtains and analyzes financial information to

prepare reports, statements and recommendations. Provides work leadership and direction to

other accountants and clerical workers. May also provide special project assistance to the CFO,

Controller or Accounting Manager.

Buyer II (Experienced)

Second of three levels of professional purchasing. The job typically requires an associate's or

bachelor's degree in business and 3+ years of experience, or equivalent. Incumbents at this level

have the authority to purchase at the most favorable price consistent with quality, quantity,

delivery and other factors, raw materials, equipment, machinery and/or supplies for the operation

of the organization. Prepares bid specifications, receives bids and makes purchases of

commodities or goods where the financial impact is moderate. May work directly in support of

line operations and in collaboration with department managers, engineers or operations staff.

Participates in the selection of vendor sources and has considerable latitude in determining

acceptable price. Materials purchased are processed, consumed or used in the organization and

are not purchased for direct resale.

Appendix C-8

Jackson County



Experienced Heavy Equipment Operator

Uses a wide range of equipment including excavators, bulldozers, backhoes, compactors,

loaders, and road graders. Conducts pre-operational inspections, utilize local site drawings, and

estimate the amount of material to be used as well as other area essential items critical to the

success of the project. Requires specialized training and 3+ years of heavy equipment

experience, or equivalent. A CDL license and OSHA certificate is required.

Accounting Clerk I (Advanced)

Third of three levels of nonexempt accounting. The job typically requires 5+ years of accounting

training and experience, or equivalent. This job may be called Accounting Technician or Senior

Accounting Clerk. Incumbents at this level are qualified to work in all phases of accounting.

However, in a large organization work may be specialized. Incumbents make non-routine

choices within established precedent and with limited supervision. A higher level of computer

skill is required, including mastery of the internal accounting package and strong spreadsheet

skills. At this level, incumbents will assist with monthly trial balances and custom report

generation involving intermediate levels of financial analysis using generally prescribed

procedures. Incumbents may provide technical direction and work review to lower level

accounting staff, but do not provide complete supervision. Do not report staff with four year

degrees in accounting or a closely related field.

THE EMPLOYERS’ ASSOCIATION SURVEY

Administrative Assistant III



skills and 5+ years of experience, or equivalent. Incumbents perform administrative support

work; specific duties vary with department(s) assigned. Assists the department or function

manager and other department or function staff by performing a variety of support duties, such as

conference or meeting planning, preparing complex documents or coordinating activities.

Collects, compiles, records or otherwise gathers data and prepares standard and custom reports

with information necessary for decision-making. Incumbents typically use, and may train others

to use, computer applications for word processing, spreadsheets, databases, graphics, web page

content preparation or scheduling. Other skills typically include use of a programmable

telephone system, audiovisual equipment or the internet. Incumbents must have the ability to

exercise independent judgment and discretion. Incumbents may set precedent within limits

and/or administer operating rules and procedures under management guidance. Incumbents may

provide work direction to other support staff.

Social Worker (Licensed)

Professional social worker job. Provides a wide array of social work functions such as

assessment interviews, client counseling, case evaluation, adoption services, and/or provides

Appendix C-8

Jackson County



other social services to individuals, groups, or families. May provide referrals to appropriate

community services, including financial assistance or healthcare. Provides accurate and

understandable interpretations of program policies and regulations to clients. Maintains proper

records according to organization, state, and federal guidelines. Requires a bachelor's degree in

social work, psychology, sociology or closely related field and 1+ years of experience. Licensing

is required.

Accounting Clerk III (Advanced)

Highest level of nonexempt accounting with 5+ years of accounting training and experience, or

equivalent. This job may be called Accounting Technician or Senior Accounting Clerk.

Incumbents at this level are qualified to work in all phases of accounting. However, in a large

organization work may be specialized. Incumbents make non-routine choices within established

precedent and with limited supervision. A higher level of computer skill is required, including

mastery of the internal accounting package and strong spreadsheet skills. At this level,

incumbents will assist with monthly trial balances and custom report generation involving

intermediate levels of financial analysis using generally prescribed procedures. Incumbents may

provide technical direction and work review to lower level accounting staff, but do not provide

complete supervision. Do not report staff with four-year degrees in accounting or a closely

related field.

Building/Grounds Maintenance Mechanic

This job requires a technical degree, or equivalent, and 3+ years of experience. Work involves

planning and performing work relating to repair of buildings, mechanical and/or electrical

equipment; installing and aligning new equipment; and repairing building, floors, stairs, etc.

Works independently on projects of greater complexity and may provide direction to an assistant

or to less experienced maintenance staff. This is not a janitor job even though janitor duties may

be performed a minor amount of the time.

Office Janitor

General labor job. The job typically requires the ability to follow basic verbal and written

instructions, such as the ability to read and follow label instructions on cleaning supplies. Job

duties include sweeping floors, vacuuming carpeting, removing wastepaper and other refuse, and

dusting furniture and fixtures. May also include performing routine light manual work in

cleaning and sweeping offices, halls, restrooms, etc. Do not report plant maintenance staff.

Accounts Payable Clerk

Examine and verify invoices from suppliers as to quantities received, prices and related costs

where some knowledge of policies and purchasing procedures is required. Obtain necessary

authorizations for payment, alert supervision to irregularities.

Appendix C-8

Jackson County



Financial Analysis Manager

Plans and directs the statistical analyses of information affecting financial and accounting

programs of organizations. Interprets data concerning investments, their price, yield, stability,

and future trends, using financial periodicals, analyses relative to losses and adverse financial

trends and suggests remedial measures. May oversee a number of clerical and financial staff.

Accountant III

Advanced level of professional general accounting work, typically requiring a bachelor's degree

in accounting and 5+ years of experience, or equivalent. The job may also be referred to as

Senior Accountant or Staff Accountant. Under direction from management and using

independent judgment, performs advanced and specialized accounting assignments, usually

involving complex and confidential data. Obtains and analyzes financial information to prepare

reports, statements and recommendations. Provides work leadership and direction to other

accountants and clerical workers. May also provide special project assistance to the CFO,

Controller or Accounting Manager.

Food Service Worker (Corporate)

Prepares and dispenses food in a food service food service or nutritional program. Uses best

practices to preserve nutritional content, provide appealing taste and presentation, and dispense

appropriate servings. Plans tasks associated with cooking in larger quantities. Works from

recipes and menus prepared by a dietitian or nutritionist. Provides direction to helpers and food

service workers. Ensures the safe handling and storage food to prevent illness due to contagious

diseases or pathogens. Typically requires a two-year technical degree in food preparation, or

equivalent training and experience.

General Clerk III (Advanced)

Third level of general clerical work, typically requiring reading, communication and math skills

commensurate with a high school education or GED and 5+ years of related training and

experience, or equivalent. Incumbents have a high degree of understanding of the work function

and will typically provide work direction to other clerical staff within the area. Incumbents

perform a variety of clerical and typing duties, some non-routine and complex in nature.

Incumbents utilizes knowledge of company policies and procedures in maintaining files, records,

and other information. Incumbents work under minimal supervision, using good judgment in

resolving routine problems. Do not report jobs specializing in customer service, accounting, data

entry or filing.

Accounting Clerk I (Entry)

First level of accounting clerical work, typically requiring reading, communication and math

skills commensurate with a high school education or GED and minimal accounting experience.

Work is task oriented, routine and repetitive, such as matching bills to purchase orders or

entering data. Much of the time is spent using a keyboard. Follows instructions and is subject to

close supervision.

Appendix C-8

Jackson County



Registered Nurse (RN)

Registered Nurse (RN) job typically requiring up to 4+ years of training, although some

programs are 2 years, or equivalent, and passing a licensing examination. Under supervision of

Head Nurse/Director, administer nursing care to assigned patients. As part of medical care team,

participate in planning, directing, and coordinating patient care. Evaluate total patient needs and

communicate to all participating in patient services. Administer medications and assist physician

with dressings and treatments or act independently under direction. Start intravenous infusions

under direction. Give total nursing care to acutely ill patients; assist with others. Maintain

records of patients' conditions, medications, treatments administered and patients' reactions.

Apply knowledge of drugs, therapeutic methods and diagnostic tests, based on a thorough

understanding of principles and procedures. Teach and direct nonprofessional nursing personnel.

Participate in in-service education programs.

Human Resource Director

This is the top human resource position where the function is staffed at a director level and the

job is usually not considered part of the executive cabinet. The job typically requires a degree in

human resources and 8+ years of general human resources experience, including management

experience, or equivalent. Directs and coordinates organization activities related to human

resources and industrial relations functions. Job duties include, but are not limited to,

employment, compensation, benefits, payroll, organizational development, employee relations,

performance management, affirmative action, training, recruitment, and safety. Establishes and

implements programs and policies designed to protect company and employee interests in

accordance with company HR policies and governmental laws and regulations. Identifies and

complies with legal requirements and government reporting regulations. The director supervises

human resource staff, often through subordinate supervisory-level staff. Additional

responsibilities for functions such as administration or facilities may be included. Typically

reports to an executive vice president or directly to the CEO, and will develop and recommend

policies for approval by senior management.

Network Administrator

Under general direction, is responsible for the technical design, configuration, and

implementation of local and wide area network solutions between multiple platforms including

ongoing technical support to remote area networks, Internet, and EDI communications. Job

typically requires a bachelor's of arts degree, and incumbents usually have special certification

such as CNE and 5+ years of experience, or equivalent. Has thorough knowledge of multi-

protocol systems and extensive implementation experience with multi-vendor network systems.

Is responsible for troubleshooting network usage, workstations, and computer peripherals. Will

develop and implement policies and standards and ensures adherence to security procedures.

Appendix C-8

Jackson County



General Clerk II (Experienced)

Second level of general clerical work, typically requiring reading, communication and math


experience, or equivalent. Incumbents normally are familiar with department or functional

operations and are able to work with minimal assistance. Incumbents perform clerical, counter

work and typing duties of some diversity, requiring the application of various standard

procedures and preparation or use of several types of forms, reports or records. Incumbents may

post data directly to a database from information furnished. Posting may involve some

intermediate operation such as cross-checking, comparison or ordinary calculations. Incumbents

may prepare and type reports, orders or other forms such as requisitions, schedules or control

records of various types. Do not report jobs specializing in customer service, accounting, data

entry or filing.

Civil Engineer

Perform engineering duties in planning, designing, and overseeing construction and maintenance

of building structures, and facilities, such as roads, railroads, airports, bridges, harbors, channels,

dams, irrigation projects, pipelines, power plants, water and sewage systems, and waste disposal

units. Include architectural, structural, traffic, ocean, and geo-technical engineers. Jobs at this

level will typically have a professional engineer (PE) certification. Work primarily is involved

with the development or improvement of designs. Work may include creation of previously non-

existent or modification of existing designs. Work may include responding to a customer request

for a particular product or design. The typical cycle includes conceptualizing, developing

drawings, obtaining approval, preparing specifications, reviewing bids and monitoring

construction. This is a senior level position and it may be a career level for many engineers.

These engineers demonstrate creativity and ingenuity in applying engineering principles and

practices. They are able to draw solutions from a wider range of experience. They are generally

more proficient at solving problems in a timely manner. Assignments are broad in nature. They

work under minimal supervision and are responsible for defining technical approaches to

projects. They may act as lead on some projects and guide lower level engineers and technicians.

APPENDIX D

SUGGESTED GRADE AND SALARY STRUCTURE

Appendix D

Jackson County


Suggested Pay Grade Structure With Detail

Grade

Point/

Grade

Parameters Position Title

Jackson

Range

Maximum

Market

Average

Range

Maximum

Range

Minimum

Range

Midpoint

Range

Maximum

A 551-650 Food Transporter 13.31 - 11.39 12.81 14.23

Stockperson/

Custodian 13.31 - 23,684 26,645 29,605

Home Care Worker 13.44 13.55

B 651-800 Cook - DOA or YC 14.32 15.39 13.09 14.73 16.37

Maintenance Worker I - Facilities 14.32 15.13 27,237 30,642 34,046

C 801-950 File Clerk - District Court 15.39 - 14.08 15.84 17.60

File/Imaging Clerk - FOC 15.39 - 29,280 32,940 36,600

Animal Shelter Attendant 16.55 16.73

D 951-1100 Hearing/Vision Technician 16.55 18.46 15.13 17.02 18.92

WIC Breast Feeding/Peer Counselor 16.72 - 31,476 35,410 39,345


Deeds 16.55 17.22

Deputy County Clerk 16.55 18.14

Deputy Probate Register - Probate Court 16.55 18.78

Data Entry/Property Description Clerk 16.55 -

Administrative Assistant - Jury/Elections 16.72 -

Office Services Specialist - Transportation 16.55 -

Records Clerk - Sheriff 16.55 17.61

Accounting Clerk/

Telecommunications Operator 16.55 -

Administrative Clerk 16.55 17.77

Account Clerk - Health 16.55 18.65

Senior Center Specialist 16.72 -

E 1100-1250 Maintenance Worker II - Facilities 18.93 18.15 15.89 17.88 19.86

Deputy County Clerk - Court Clerk 17.79 17.84 33,049 37,181 41,312

Mechanic II - Parks 17.79 19.03

Deputy District Court Clerk 17.79 18.46

Interstate and Investigative Assistant - FOC 17.79 18.64

Support Services Representative – FOC 17.79 18.24

Real & Personal Property Appraiser I - -

Legal Secretary - Prosecutor's Office 17.79 18.40

Account/Data Processing Clerk - FOC 17.79 -

Accounts Payable Clerk 16.55 19.85

F 1251-1400 Maintenance III - Facilities 19.12 - 16.68 18.77 20.85

Airport Maintenance Worker III 19.12 - 34,702 39,040 43,377

Maintenance Worker III - Parks 19.12 -

Landfill Maintenance Coordinator 19.12 -

Administrative Secretary - JNET 19.32 19.27

Administrative Assistant - Pension 20.76 -

Secretary 19.32 19.75

Senior Clerk-Register of Deeds 19.12 -

Senior Account Clerk/Office Coordinator -

Health 19.12 -

Casework Coordinator - District Court 19.12 19.72

Appendix D

Jackson County


Suggested Pay Grade Structure With Detail (cont’d)

Grade

Point/

Grade


Jackson

Range

Maximum

Market

Average

Range

Maximum

Range

Minimum

Range

Midpoint

Range

Maximum

G 1401-1550 Assistant Victim Rights Coordinator 22.32 - 17.93 20.18 22.42

Administrative Assistant - Parks 20.76 21.13 37,305 41,968 46,631

Director of Safety/Permit Agent 19.32 -

Jury Coordinator 20.76 -

Senior Administrative Secretary - Circuit

Court 20.76 -

Administrative Assistant/Team Coordinator

- FOC 20.76 21.15

Veterinarian Technician 20.76 20.22

Assistant Chief Deputy County Clerk 20.76 -

Chief Deputy Probate Register 20.76 -

Administrative Assistant - Youth Center 20.76 20.69

Court Collections Officer - District Court 20.56 22.04

Senior Account Clerk - Family Court 20.56 21.40

Legal Secretary/Caseworker - Child

Support Division 20.56 20.89

Youth Specialist 20.56 20.72

H 1551-1700 Tax Specialist 22.10 22.02 18.83 21.19 23.54

Enforcement Specialist 22.10 22.00 39,170 44,066 48,962

Court Recorder/Judicial Secretary 22.32 -

Judicial Secretary 20.76 22.05

Elections Director 22.32 22.99

Airport Maintenance Technician 22.10 -

Facilities Maintenance Technician 22.10 22.00

Assistant WIC Coordinator 22.32 -

Mapping Specialist 20.56 23.59

Parks Maintenance Technician 22.10 22.06

Administrative Assistant - Sheriff 22.32 22.44

Enrichment Specialist 22.32 -

Youth Services Coordinator 22.10 -

Recovery Court Coordinator 22.10 -

Outreach Specialist - DOA 22.32 -

I 1701-1850 Lead Fleet Mechanic - Sheriff 23.75 - 20.24 22.77 25.30


Administrator 22.32 24.49 42,108 47,371 52,634

Golf Course Coordinator 23.75 -

Administrative Assistant - Health 23.99 22.55

Real & Personal Property Appraiser II 22.10 25.28

Facilities/Fleet Administrative Operations

Supervisor 23.99 -

Social Worker - DOA 23.99 21.56

Investigator - Prosecutor's Office 23.75 25.63

Bailiff/Research Clerk - Circuit Court 22.10 27.04

J 1851-2000 Assistant Contracts and Purchasing

Manager 25.79 - 21.26 23.91 26.57

Bench Warrant Officer - FOC 25.54 - 44,213 49,739 55,266

Enforcement Officer - District Court 25.54 -


Treasurer 25.79 24.55

Appendix D

Jackson County



Grade

Point/

Grade


Jackson

Range

Maximum

Market

Average

Range

Maximum

Range

Minimum

Range

Midpoint

Range

Maximum

J 1851-2000 Administrative Assistant - Circuit Court 25.79 23.64 21.26 23.91 26.57

Administrative Assistant - Medical

Examiner 25.79 - 44,213 49,739 55,266

Administrative Services Manager -

Transportation 29.56

-

Assessing Specialist 25.54 -

Sanitarian I 25.54 -

Engineering Technician 23.99 26.51

GIS Analyst/Developer 25.79 -

Victim Rights Coordinator 27.73 25.04

K 2001-2150 Pension Coordinator 27.73 - 23.38 26.30 29.23

Surveyor/Construction Specialist 27.11 - 48,634 54,713 60,793

Human Resources Specialist 27.73 28.29

Chief Deputy Register of Deeds 27.73 28.54

Nutritionist 27.73 26.50

RN - Associate's Degree - 27.21

Real & Personal Property Appraiser III 23.75 28.30

Sanitarian II 27.45 28.78

Social Worker - Health 27.73 26.75

Veterans Service Officer 25.79 30.51

Caseworker - FOC 25.54 26.65

Investigator - FOC 27.45 -

Probation Agent 29.56 27.12

Juvenile Probation Officer - Family Court 27.73 26.84

Assistant Network Administrator 27.73 29.26

Adoption Coordinator 27.73 -

Counselor - DOA 27.73 29.60

Geriatric Mental Health Coordinator 27.73 -

Health Educator 27.73 26.96

Probate Register 27.73 28.98

Intensive Supervision Officer - District

Court 29.56 -

Family Counselor 27.73 28.07

In-Home Service Manager 27.73 -

Home Care Supervisor 27.73 -

Nutrition Services Manager 27.73 26.37

Shift Supervisor - Youth Center 27.73 26.43

L 2151-2300 Fair Manager 29.56 - 25.72 28.93 32.15

State Trunklines Assistant Superintendent 27.73 - 53,498 60,185 66,872

Emergency Preparedness Coordinator 29.56 30.57

Contracts and Purchasing Manager -

Transportation 31.56 29.26

Staff Accountant 27.73 29.49

Maintenance Operations Supervisor 29.56 30.13

Management Analyst/Project

Communications Coordinator 27.73 -

Golf Superintendent 29.56 -

Public Health Nurse 27.73 29.64

Investigator/Conciliator 31.24 31.02

Appendix D

Jackson County



Grade

Point/

Grade


Jackson

Range

Maximum

Market

Average

Range

Maximum

Range

Minimum

Range

Midpoint

Range

Maximum

L 2151-2300 Systems Administrator 27.73 - 25.72 28.93 32.15

Parks Superintendent 29.56 - 53,498 60,185 66,872

Sanitarian Coordinator 29.27 -

WIC Nutritionist/Coordinator 29.56 30.91

Fleet Manager 27.82 30.47

Chief Deputy County Clerk 27.73 30.37

Clinical Services Coordinator 29.56 31.31

Community Health Coordinator 29.56 -

Teen Pregnancy Prevention Coordinator 31.56 -

Facilities Project Manager - -

Database Administrator 29.56 -

Enterprise Systems Support 29.56 29.63

Intra-Internet Web Administrator 29.56 -

Systems/Workflow Administrator 29.56 30.85

Deputy Director - DOA 29.56 -

Chief of Administrative Services -

Prosecutor's Office 29.56 -

M 2301-2450 Senior Accountant/Transportation 31.56 32.51 28.29 31.83 35.36

Senior Accountant/Finance 31.56 - 58,847 66,203 73,559

Chief Deputy County Treasurer 31.56 32.68

Design and Construction Engineer 33.64 32.17

Court Services Manager 31.56 32.82

GIS Coordinator 31.56 31.79

Assistant Director-Youth Center 31.56 33.66

N 2451-2600 Caseworker Supervisor - Juvenile Court 31.56 - 29.71 33.42 37.13

County Road Maintenance Superintendent 35.54 35.91 61,790 69,513 77,237

State Trunklines Superintendent 33.64 -

Airport Manager 33.64 35.42

Chief Probation Officer 33.64 33.79

Project Manager - Transportation 33.64 -

Assistant Prosecuting Attorney I 35.985 35.69

FOC Supervisor/Program Manager 33.64 -

Enterprise Network Administrator 31.56 36.39

Lieutenant 34.74 35.89

O 2601-2750 Assistant Prosecuting Attorney II 38.148 - 31.93 35.93 39.92

Director of Department on Aging 35.54 34.94 66,424 74,727 83,030

Deputy Director - Human Resources 35.54 -

Director of Environmental Health 37.65 38.52

Director of Fleet and Facilities Operations 35.54 37.48

Assistant Friend of the Court 35.54 37.64

Director of Health Education and Health

Promotion 37.65 36.38

Director of Personal and Preventive Health

Services 37.65 38.63

Senior Civil Engineer - 38.88

P 2751-2900 Parks Director 40.47 42.79 35.13 39.52 43.91

Attorney Magistrate 40.458 41.60 73,066 82,200 91,333

Attorney Referee - Juvenile Court 40.458 42.38

Assistant Prosecuting Attorney III 40.434 -

Appendix D

Jackson County



Grade

Point/

Grade


Jackson

Range

Maximum

Market

Average

Range

Maximum

Range

Minimum

Range

Midpoint

Range

Maximum

P 2751-2900 Director of Operations 40.47 43.32 35.13 39.52 43.91

Attorney/Domestic Relations Referee 40.458 - 73,066 82,200 91,333

Captain 40.47 39.43

Director of Engineering 40.47 42.50

Youth Center Director 37.65 41.94

Q 2901-3050 Equalization Director 45.74 46.68 38.64 43.47 48.30

District Court Administrator 45.74 46.30 80,373 90,420 100,466

Undersheriff 42.05 46.61

Assistant Prosecuting Attorney IV 44.55 45.86

Finance Officer 40.47 45.39

R 3051-3200 Circuit/Family/Probate Court

Administrator 45.74 49.07 40.57 45.64 50.72

Director of Human Resources 49.26 47.82 84,392 94,941 105,490

Friend of the Court 45.74 48.78

Director of Information Technologies 49.26 49.09

S 3201-3350 Transportation Managing Director 49.26 53.92 44.63 50.21 55.79

Deputy County Administrator 49.26 51.96 92,831 104,435 116,038

Chief Assistant Prosecuting Attorney 49.26 53.07


Integration 49.26 52.04

Notes:

Lieutenants are paid an additional $2,500 stipend in Jackson County. This has not been included in the above wage level.

Market ranges have the following features:

Ranges are 25% wide

Wage comparison is range maximum to range maximum

Ranges are developed from range maximum

Spread from midpoint to max is 12.5%

Market comparables (reporting) report a rough average of 40% of employees at range maximum

.4/.125 = 5%

Correspondingly, new range maximums are 5% above reported range maximums, thus providing some relief from market

compression and opportunity for growth.

APPENDIX E

SUMMARY OF EMPLOYEE BENEFITS COMPARISON

Appendix E

Jackson County


Comparison of Key Benefits

Category of Benefits Jackson

County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Paid Time Off and Longevity

Number of annual holidays 11 13 12 12.5 12 13 8 13 12.5 12 13 14 12 13 12

Annual personal days

Combined

personal, sick,

vacation as

PTO

Combined

personal, sick,

vacation as

PTO

2

Combined

personal, sick,

vacation as

PTO

3 3.5 5 0 2-4 2 0

Combined

personal, sick,

vacation as

PTO

0 5 2

Annual sick time (days)

Combined

personal, sick,

vacation as

PTO

Combined

personal, sick,

vacation as

PTO

13

Combined

personal, sick,

vacation as

PTO

9.75 14.5 (UAW) 9.75 6 6 10 6

Combined

personal, sick,

vacation as

PTO

12 12 12

Maximum sick-time

accrual (days) N/A N/A 150 N/A 60 240 No max 6 No accrual 180 12 N/A 40 No max 180

Annual buyback option? - - - - 81 hours

1/2 balance up to 40 hours

earned the

previous 12 months

- 50% of

annual time - No - - No No No

Buyback at retirement? - -

No but up

to 112.5

days can be rolled into

FAE

calculation

-

81 hours and 50% of

accumulated

up to 250 hours

1600 hours max at50%

50% up to 100 days

50% up to

max of 72 days after 10

yrs.

- No - -

At separation -

graded

percent based on

seniority-

max of 30 days

50% of value

Varies

based on

date of hire from 5

days to 90

days

Annual PTO days if use this

option See below See below N/A See below N/A N/A N/A N/A N/A N/A N/A See below N/A N/A N/A

Vacation days earned:

at 1 year 20 11 15 18 13 10-11 13 12 6.6 13 15 17 5 12 10

at 5 years 20 not

calculated 20 23 18 15-16 15 17 10.5 13 15 21 17 15 12

at 10 years 20 not

calculated 20 28 23 18-19 17 22 15 16 20 23 20 18 18

at 20 years 30 30 25 33 23 21-22 19 22 15 (Tier 2)

or 20.25 24 25 27 20 22 23

Appendix E

Jackson County


Comparison of Key Benefits (cont’d)


County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Longevity Payment: No Yes No Yes Yes Yes No No Yes Yes Yes Yes Yes - Varies

by Unit

Yes (reduced

25% if hired

in 2012 or later)

No

at 1 year - - - $0 $0 $0 - - - $0 $0 $0 No detail 3% -

at 5 years - - - $250 $300 3% - - $125 $250 $250 $350 No detail 3% -

at 10 years - $350 - $500 $600 5% - - $250 $500 $500 $750 No detail 3% -

at 20 years - $400 - $1,000 $1,200 9% - - $500 $1,000 $1,000 $1,500 No detail 6% -

Is longevity eliminated for new hires

N/A Yes N/A Yes No Yes N/A N/A Yes Yes Yes Yes Yes Yes N/A

Insurance

Adopted PA 152 caps or

80/20? Yes Yes Yes Yes Yes No Yes Yes Yes No No Yes Yes Yes Yes

Total monthly cost for the

core/base health care plan

(Single/Family) for administrative employees

$634/single $1,901/

family

$1,267/

family

$605/single $1,794/

family

$609/single $1,663/

family

$428/single $1,285/

family

$513/single

$1,385/family

$488/single

$1,463/family

$536/single $1,609/

family

$435/single $1,262/

family

$434/single $1,303/

family

$446/

single

$1,248/ family

$443/single $1,328/

family

Self-Insured $453/single

$1,360/family

$653/single $1,846/

family

Do employees contribute to

health care premium on the core/base plan?

Yes No Yes Yes No Yes Yes Yes No No No No Yes Yes Yes

If yes, per pay amount or

% (single and family) 20% - 20% 20% -

Employer

pays

benchmark plus 50%

overage

20%

10% for tier 1 and 20%

for tier 2

employees

- - - - 20% $75 20%

Monthly payment in lieu of health care coverage?

Yes Yes No Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes No Yes

Monthly payment if choose

payment in lieu of health care (single/family)

$250 $250/FT

$125/PT - $200 $100 $122

$43/single

$108/family $150 $83

$208/single

$375/family $200 $150

$54/single

$112/ family

-

$125/single

$183/ family

Base plan prescription card

co-pay amount

$10/$20/

$40

None, HSA

plan $15/$30

$10/$20/

$40 $10/$40/$80 $5/$30/$60 $8/$40/$80 $2/$25/$50

50% of Rx

with $5

min/$50 max

$10/$40 $10/$40

after

deductible

$7/$35/$70 $15/$30/

$45 $7/$35/$70 $10

Appendix E

Jackson County




County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Employer-paid dental

coverage (premium percentage)?

100% 100%

$950

maximum

family reimburse-

ment

100% 100% 100% 80%

90% for tier

1 and 80% for tier 2

95% 85% 90% 90% 100% 100% No

Employer-paid optical coverage (premium

percentage)?

100% 100% No 100% No Yes - no

detail 80% No 95% No 90% 100% 100% No No

Is there a Health Savings Account provided? (core

plan)

Yes, based on plan

option

Yes No Yes No No No No Yes No Yes No No No No

If yes, what is annual employer contribution?

$350/single

$700

family

$880/single

$2,381/

family -

$1,500/

single $3,000

family

- - -

No, but $500

wellness reimburseme

nt available

$500/single

$1,000/

family -

$650/single

$1,300

family - - - -

Is a Flex Benefit Plan

available for pre-tax

reimbursement?

Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes

Short-term disability insurance provided?

No Yes Yes Yes Yes Yes Yes Yes Yes No Yes Yes Yes No No

Long term-disability

insurance provided? Yes No No No No No Yes Yes Yes Yes Yes Yes Yes Yes Yes

Employee life insurance

amount $30,000 $50,000 $50,000

1 x salary

with $50K maximum

$30,000 $50,000 $20,000

1 x salary

with $500K maximum

$20,000 -

$50,000

1 x salary

with $200K max

1.5 x salary $50,000 Varies 1 x salary

1 x salary with

minimum

of $30,000

Employer-paid retiree

health insurance for some or

all?

Yes No Yes Yes Yes Yes Yes Yes Yes Yes No Yes Yes Yes Yes

If yes, % or amount

premium paid by employer

Varies - 50%

$10 credit

per year of service

100%

County pays

benchmark

amount plus

50% of the amount over

benchmark

Based on

years of service

25% - 75%

Same

coverage as

active.

Employees pay 3%

into trust

Based on

years of service

- 80% at 20

years 100% 100% 80%

Is spouse also covered at

employer cost? Yes - No Yes Partial No No No Partial No - No Yes Yes Yes

Supplement after 65 paid

by employer? Yes - Yes Yes Yes Yes No Yes Yes Yes - Yes Yes Yes No

Appendix E

Jackson County




County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Prescriptions after 65 paid by employer?

Yes - Yes Yes Yes Yes No No Yes Yes - Yes Yes Yes No

Has the County eliminated

retiree health care for new

employees?

Yes - Yes No Yes No Yes Yes Yes Yes - Yes Yes Yes Yes

Is there a Retiree Health

Savings Plan provided (or similar health care funding

mechanism)?

Yes No No No Yes No No

Yes - hired

before

11-1-09

No Yes No Yes Yes Yes Yes

If yes, what is annual

employee and employer

contribution?

$800/

employee $1,850/

employer

- - -

1%

employee,

2% employer

(up to 4%

match)

- -

5 year employee:

$610, 6+

employee: $1,829. No

employee

contribution required

-

$0/

employee 3%/

employer

-

.25% employee

mandatory

and employer

contributes

1% of wage

Optional -

no employer contribution

listed

$100 per pay

by employer. No employee

contribution

$750/

employee $1,750/

employer

Is the Retiree Health

Savings Plan just for new

hires?

Yes - - - Yes - -

No: Only for

employees hired before

11-1-09

- Yes - Yes Yes Yes Yes

Primary Pension Retirement Plan

Defined Contribution Plan? Yes Yes No No No No No No No Yes Yes Yes Yes Yes No

Maximum employer contribution

5% 7% - - - - - - - 3% 6%

6% - 9%

depending on hire

date

8% 7% -

Is plan for new hires

only? Yes No - - - - - - - Yes Yes Yes Yes No -

Defined Benefit Plan?

Yes, closed to new

hires except

Road

Workers Assoc.

No Yes Yes Yes Yes Yes Yes, closed

to new hires Yes

Yes, closed

to new hires

Yes, closed to new

hires

Yes, no

current non-union

employees

eligible

Yes, closed

to new hires Yes Yes

Appendix E

Jackson County




County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Current employee

required contribution

Varies by

group - 5.0% 8.50%

7.3%

general

9.0%

administra-

tive

Prior 1/1/2013

7.59% (Managerial),

Confidential

employees 6.56%

0.0% Not

provided 3.0% 5.41% 4.64% - 5.0%-8.0% 7.0% 10.2%

Multiplier 2.0/2.25/2.

5% - 2.20% 2.00% 2.50% 2.50%

2.5% (2%

post 4/1/2014)

Not

provided

1.5% or

2.5% 2.5% 2.5% -

Varies by

group 2.00% 2.00%

Hybrid Plan? No No No No No Yes No Yes No No No No No No Yes

Employee required

match/contribution - - - - - 2.50% - 3% - - - - - - 7.2%

Multiplier used in

pension calculation - - - - - 1.00% - 1.25% - - - - - - 3%

Maximum employer

match/contribution - - - - - 2.50% - 3% - - - - - - 1.25%

Is plan for new hires

only? - - - - - Yes - Yes - - - - - - Yes

Additional employer

contribution to 457 or 401a? No No No No No No No No No No Yes No No No Yes

If yes, amount that is

employer paid - - - - - - - - - -

$1,000

maximum - - - varies

Other

Base hours worked per week for non-exempt?

40 37.5 37.5 40 40 40 40 40 40 40 40 40 40 37.5 40

How many steps are there in

your pay grades for non-union administrative

personnel?

5 9 7 5 7 5 8 9 9 6 7 9 Varies No steps, just

pay range 10

Is there a two-tiered pay system for administrative

employees?

No No No No No No No No Yes - 5%

less No No No No No No

Appendix E

Jackson County




County

Allegan

County

Berrien

County

Calhoun

County

Eaton

County

Ingham

County

Kalamazoo

County

Livingston

County

Monroe

County

Muskegon

County

Ottawa

County

Saginaw

County

St. Clair

County

Washtenaw

County

City of

Jackson

Do Commissioners receive

any benefits? If yes, please

specify.

Life

insurance

only

Retirement,

Health,

Dental,

Vision,

Life

Retirement,

Health,

Dental,

Vision,

Life

No

Optional participation

in retirement

plan

Retirement

Only No

Health,

dental, life

insurance

and

retirement

Health,

vision, dental, life,

retirement,

retiree

health if

elected

prior to 2004

Retirement

Health,

Dental, Life

Retirement,

life

Life only (pre-2011

elected

only)

Retirement, health

dental,

optical

Retirement,

health dental,

optical, life

-

Do part-time employees

(20+ hours) receive benefits?

Yes Yes Yes No Yes Yes Yes Yes Yes Yes Yes Yes No Yes No

If yes, is health care

provided? No

pro-rata

share Yes No Yes Yes - No No Yes Yes No - Yes No

If yes, is retirement

provided? Yes Yes Yes No Yes Yes Yes

Yes, 21-29

hours only Yes Yes Yes Yes - No No

For part-time benefits

received specify type of

benefit and formula used determine amount

Pro-rated

PTO and

holiday pay based on

budgeted

hours, DC plan also

All benefits

for

employees

working

20+ hours/week

most pro-

rated 50%

Based on hours

worked

Eligible to

receive benefits at

full cost of

premium

20-29 hours

eligible for

retirement, 30+ hours

eligible for

health insurance

Same as FT

employees

Same as full

time employees if

.5 FTE or

greater

Based on hours

worked

Retirement

credit if

work more

than 999 hours per

year

25-30 hours

prorated rates, 30+

hours full

time benefits

Based on hours

worked

Same DC

plan as

full-time, off-time

based on

hours worked

- No detail

provided -

Source: Survey of referenced municipalities, effective date of January 1, 2016.

Documents

JACKSON COUNTY, MI · The classification and compensation analysis contained in this report has been designed specifically for employees of Jackson County. It encompasses fundamental