Shawnee County Compensation Study Results Dec 2015

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Compensation Study Results Report

December 2015

Presented By:

CBIZ Human Capital Services

I. Executive Summary ................................................................................................................................................ 3

II. Objectives and Scope of the Study ......................................................................................................................... 4

Ill. Methodology ........................................................................................................................................................... 5 A. Definitions B. Market Pricing

IV. Compensation Study Results ................................................................................................................................. 8 A. Market Salary Analysis B. Salary Structure Development C. Salary Analysis

V. Summary of Findings .............................................................................................................................................. 11

VI. Recommendations .................................................................................................................................................. 12

2

CBIZ Human Capital Services ("CBIZ") was engaged by Shawnee County, Kansas ("the County") to conduct a comprehensive compensation study for its employees, including a review of current compensation practices and recommendations for a marketbased compensation plan.

In order to assist the County in implementing a structure that considers both market and internal factors, CBIZ matched the County's positions to positions in the market, developed a new salary structure and calculated the cost of incorporating the findings of the analysis into the County's human resource policies and practices. The results of the salary analysis indicate that the County provides compensation that is slightly below the median among comparable entities.

This report details CBIZ's methodology, findings and recommendations in order to clearly document the comprehensive approach taken in analyzing and updating the County's compensation plan.

3

The objective of the compensation study is to provide the County with a plan that: • Enhances the County's ability to attract, retain and motivate qualified individuals • Establishes a structure that is flexible in order to meet changing needs

• Is well-aligned with the County's broader goals and strategies

The scope of the study includes:

• A competitive market review of base salary • Development of a new salary structure

• Reconciliation of actual compensation to market-competitive compensation • Calculation of plan implementation costs

• Recommended compensation administration guidelines • Overall program recommendations

4

A. Definitions

Base Salary: the annual fixed rate that an individual is paid for performing a job.

Employee Benefits: Non-cash compensation provided to an employee. Some benefits are required by law (e.g., payroll taxes, unemployment compensation and workers compensation), while others may be provided at the discretion of an employer (e.g., medical care, life insurance, paid time off, retirement plans, etc.). An assessment of the relative competitive of employee benefits was not included within the scope of the study.

Total Compensation: the sum of base salary and employee benefits.

Data Points:

25th percentile: the value in an array that falls at the first quarter of the sampled data (75% or % of the values in the sample are greater than the 25th percentile value).

50th percentile: the value in an array that falls in the middle or median of the sampled data (half of the values in the sample fall above this value and half fall below it). This is the data point to which the County has been compared.

75th percentile: the value in an array that falls at the third quarter of the sampled data (25% or % of the values in the sample are greater than the 75th percentile value).

Compa-ratio: the employee's current salary divided by a market comparison point, which is usually the market 50th percentile or the midpoint of the salary range. An employee whose salary equals the 50th percentile of the market has a compa-ratio of 100%. A compa-ratio of less than 100% indicates that the employee's salary is less than the 50th percentile of the market, and a compa-ratio greater than 100% indicates that the employee's salary is greater than the 50th percentile of the market.

5

B. Market Pricing

Competitive Market Analysis Based on prevalent practices among municipal and county governments, the median of the market has been used as the target benchmark level for employee pay. According to a recent WorldatWork survey of market pricing practices, the vast majority of organizations (approximately 85%) utilize a compensation philosophy that strives to compensate employees at the median of the competitive labor market. Median pay is the point at which half of the employers pay more and half pay less.

Custom Survey CBIZ conducted a custom survey to collect compensation data for select positions among comparable entities. CBIZ identified entities to participate in the survey based on similarity in terms of organizational size, population served and geographic location; data was collected for the government organizations:

• Black Hawk County, Iowa • Johnson County, Kansas • Boone County, Missouri • Linn County, Iowa • Clay County, Missouri • Scott County, Iowa • Douglas County, Kansas • Sedgwick County, Kansas • Jefferson County, Missouri • Topeka, Kansas • Johnson County, Iowa • Wyandotte County, Kansas

The custom survey data was supplemented, for positions where the survey results were insufficient, with market pay data that is representative of the County's location, industry and size and collected from CBIZ's published survey library.

6

Aging Data Survey data must be adjusted to account for market pay movement between the time of publication and when the data are to be used. For example, a survey may have been conducted to report salaries effective as of March 1, 2015. In order to market price the jobs at the County as of July 1, 2016, CBIZ had to age the survey data sixteen months. In addition, different surveys have different publication dates, and they must be aged to a common point in time. Put simply, aging the data provides up-to-date salary data and allows for an "apples to apples" comparison of survey data. All salary data were aged to reflect estimated market pay as of July 1, 2016. Data were aged using a factor of 2.6% which reflects the WorldatWork's (formerly American Compensation Association's) Salary Budget Survey reported value for projected pay movement.

7

I

r-·v~c~~~ensation Study Results I

A. Market Salary Analysis

Job-specific market data was collected for the County's positions , according to the methodolog~ described in the previous section. The analysis included a review of base salary and reporting of market levels at the 25t , 50th and 75th percentiles . The market data is displayed in Exhibit 1.

Market data were also compared graphically to the County's current average salary by position . The chart presented below, and also in Exhibit 2, reveals the trend line for base salary.

140,000

•

120,000 • / T / 11• Shawnee County Base Salary

i::' I / / • Market Base Salary

"' O ~ ~ -- Linear (Shawnee County en 100,000 • • Base Salary) i I • :P. • --Linear(MarketBaseSalary)

t: + _, A + ~ . c;; 80,000 ·i Shawnee County ~ . t> Salary Trendline Equation ~ and R-Square : ~

§ y = 0.94x - 2,013 .04 o + + R' = 0.91 ~ 60,000 -

~ ... ~ . ~ en

40,000

20,000 _,____JL:._~------,----------------------.....J

20,000 40,000 60,000 80,000 100,000 120,000 140,000

Market Base Salary

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B. Salary Structure Development

A critical element of the compensation plan is the salary structure. Salary structures ensure that each of the County's employees receives a salary that is reasonable given their assigned grade and corresponding salary range.

CBIZ developed new step-based salary structures for the County. The new structures reflect refined step increments and graduated grade differentials in order to better align with market pay practices and organizational hierarchy. The purpose of salary ranges are to provide a basis by which slot all jobs and allow for future growth.

The proposed structures are displayed in Exhibits 3A through 31. The midpoint of the salary range midpoint is designed to approximate the market 501

h percentile, or median, for each job. CBIZ slotted each position into a grade in the structure based on the market 501

h percentile identified for each benchmark job.

Example:

Salary Grade

1

2

3

$24,778

$27,398

$31,508

Step 20

$37,166

$43,837

$50,413

The proposed grade assignment for each of the County's jobs is reported in Exhibit 4.

9

C. Salary Analysis

Exhibits 5A and 58 compare the market data (and corresponding salary ranges) to actual base salary at the County. Exhibit 5A presents results for all employees by grade, while 58 has sorted results by department. This comparison is best illustrated through the compa-ratio. The County's average compa-ratio is approximately 85.1% as measured against the market 50th percentile and 88.7% in comparison to the proposed step assignment.

The cost to bring all employees to the minimum of their respective ranges is $1,468,540, or approximately 3.7% of total payroll.

However, to fully implement the new compensation plan, employees must also be placed on an appropriate step. The County's requested approach is to place each employee on the applicable new salary range step that is equal to his or her current step. This methodology is preferred for maintaining internal equity and recognizing tenure, but is generally more expensive. The table below reports the implementation costs associated with this approach assuming implementation occurs in a single year; the implementation cost includes the below minimum total highlighted above.

Current Step Implementation Approach

Among the 984 employees included in the scope of the study, there are 420 employees below the proposed salary grade minimum (Step 1) and 24 above the maximum (Step 20).

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Findings

• The County's average base salary compa-ratio is 85.1% in comparison to the market 501h percentile and 88.7% in

comparison to the proposed step salary value. This indicates that, on average, base pay is approximately 14.9% to 11.3% below the competitive market level.

• There are many reasons that an employee's pay should be above or below market median pay levels. New employees or poor performers should be paid below the market, while experienced employees with excellent performance should be paid well above the market.

• As presented in Exhibits 5A and 58, the cost to bring all employees to the minimum of their respective ranges is $1 ,468,540. This value reflects current underpayment to County employees.

• In addition to adjusting employees to the minimum of their assigned salary range, full system implementation requires adjusting employees to a step in the new salary structures. This may be achieved by placing employees in their current step in order to maintain equity. Under this implementation approach, total costs would be $5,452,865 (i.e., the below minimum cost of $1,468,540 plus the total step adjustment cost of approximately $3,984,325).

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Recommendations

• Approve market-competitive salary ranges to be utilized in the upcoming fiscal year. • Increase the compensation of all employees to the minimum of their respective salary ranges. • Confirm the approach to be utilized for complete implementation of the new compensation plan (i.e., applying current

ranges to place employees on a step in the new structures). • Implementation of the compensation plan should occur uniformly across all positions. While different implementation

scenarios may recognize budget constraints, partial or sporadic implementation can result in pay equity issues (e.g., inadvertently providing male-dominated jobs with recommended increases that are not simultaneously provided to femaledominated jobs, etc.).

• Freeze pay for employees above maximum of their respective grade. A lump sum may be paid in lieu of a base salary increase, but only if the payment is based on performance.

• Consider incorporating merit-based pay into the compensation plan over time. • Update salary ranges annually. In order to reduce the administrative burden associated with salary structure

maintenance, CBIZ will provide update factors which will allow the County to update the recommended salary structures for five years after the study.

• Conduct a comprehensive market review every 3 to 5 years to ensure that the minimum, midpoint and maximum of the salary ranges remain market-competitive.

• Periodically assess benefits offerings to ensure that the employer cost is market-competitive and fiscally sound and that the benefits provided by the County are of value to the employees. Such an assessment may be performed through benefit cost analyses and employee surveys.

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Shawnee County, Kansas Compensation Study Results Exhibit 1 -Market Summary Data Effective July 1, 2016

CBIZ Annualized Market Base Salary Code Average Base Job Title 25th Percentile 50th Percentile 75th Percentile

261 199,680 MEDICAL DIRECTOR 159,144 215,999 289,842 288 196,872 PHYSICIAN 183,813 205,991 234,712 202 139,048 DISTRICT ATTORNEY 110,784 132,324 159,184 144 118,560 CHIEF DEPUTY DA 106,386 119,695 137,223 363 127,483 DIRECTOR- PUBLIC WORKS/SOLID WASTE 111,256 115,976 122,665 322 89,606 SHERIFF 99,603 113,239 128,741 154 104,000 COUNTY COUNSELOR 101,288 111,689 124,501 148 97,760 CHIEF OF STAFF DA 100,185 110,123 122,497 241 97,469 INFORMATION TECHNOLOGY DIR 94,737 109,570 126,512 199 112,736 DIRECTOR OF ADMIN SERVICES 94,620 103,082 115,390 281 82,098 PARKS & RECREATION DIRECTOR 86,815 103,024 124,099 177 COUNTY ENGINEER 91,695 100,721 111,922 152 84,989 COUNTY APPRAISER 85,471 97,171 110,474 247 79,872 LHD DIRECTOR 85,962 96,626 109,491 171 84,032 CORRECTIONS DIRECTOR 84,304 95,567 113,822 262 80,083 MID LEVEL PRAC ARNP/PA 87,688 93,934 101,990 205 61,797 ELECTION COMMISSIONER 82,068 93,303 106,076 190 97,323 DEPUTY DIRECTOR- PUBLIC WORKS 89,005 92,781 98,132 344 84,989 UNDERSHERIFF 81,263 92,388 105,036 328 81,935 SR ASSISTANT DISTRICT ATTORNEY 82,279 90,291 100,372 140 76,991 CAPTAIN 84,350 89,243 89,456 142 79,872 CHC DIRECTOR 84,311 88,986 95,422 292 76,211 PLANNING DIRECTOR 87,721 88,694 96,264 155 84,358 COUNTY COUNSELOR I 81,231 85,847 93,040 188 88,171 DEP DIR/SYS/PROG MGR 75,609 81,390 90,133 200 DIRECTOR OF HUMAN RESOURCES 76,309 80,655 84,527 127 61,322 ASSISTANT DISTRICT ATTORNEY II 73,077 80,027 88,735 119 80,891 APP SUPPORT/PROJECT MGR 75,457 79,015 84,810 160 69,992 COMMUNITY CORRECTIONS DIRECTOR 66,769 78,983 95,561 215 60,320 EXECUTIVE ASSISTANT DA 71,009 78,945 88,491 146 77,938 CHIEF NETWORK ENGINEER 74,875 78,118 83,494 156 53,560 COUNTY TREASURER 63,298 77,820 81,815 223 71,760 GENERAL COUNSEL 73,108 77,262 83,736 198 65,000 DIR FACILITIES MANAGEMENT 68,991 76,451 81,537

Page 1 of 8

Shawnee County, Kansas Compensation Study Results Exhibit 1 - Market Summary Data Effective July 1, 2016


170 73,001 CORRECTIONS DEPUTY DIRECTOR 68,883 76,191 85,165 249 64,295 LIEUTENANT 69,767 75,114 75,472 197 70,866 DIRECTOR OF EMERGENCY MGT 66,004 75,040 85,312 118 79,893 APPLICATION PROGRAMMING MGR 69,677 74,999 82,408 214 63,960 EV PROTECTION DIVISION MGR 67,536 74,804 83,688 128 60,882 ASST DIR CECC 64,439 73,260 83,290 183 67,205 DATABASE ADMINISTRATOR 68,042 72,837 77,118 191 62,400 DEPUTY FINANCIAL ADMINISTRATOR 68,829 72,779 82,616 282 76,045 PARKS DIRECTOR 63,706 72,427 82,343 305 76,045 RECREATION DIRECTOR 63,706 72,427 82,343 332 88,171 SR TECH PROG/ANAL YST 68,707 71,779 78,604 150 83,928 CIVIL ENGINEER II 64,467 71,146 79,410 313 59,218 REGISTER OF DEEDS 63,937 71,115 79,852 321 58,029 SERGEANT B 61,803 70,263 79,882 333 63,440 STAFF ATTORNEY DISTRICT COURT 64,003 69,711 77,006 355 51,210 RADIO NETWORK ADMINISTRATOR 62,804 69,326 77,306 359 FETAL INFANT MORTALITY REVIEW COORDINATC 64,190 68,671 74,541 158 74,194 COMMERCIAL APPRAISAL MGR 64,067 68,222 74,208 195 54,964 DETECTIVE B 62,088 67,491 68,167 220 51,210 FAMILY HEALTH DIVISION MANAGER 60,644 67,271 75,281 298 52,499 PSYCHOLOGIST 62,536 66,816 72,869 320 55,595 SERGEANT A 58,748 66,791 75,935 361 QUALITY & RISK MANAGEMENT OFFICER 62,013 66,557 72,961 117 54,517 APPLICATIONS DEVELOPER Ill 59,881 66,034 73,592 224 70,616 GIS MAPPING COORDINATOR 55,958 65,788 76,584 304 51,210 ROAD SUPERINTENDENT 62,074 65,661 70,154 227 72,384 DIRECTOR OF GOLF 61,144 64,967 70,421 143 48,734 CHC DIVISION MANAGER 59,992 64,004 68,744 207 EMERGENCY MGT DEP DIR 63,424 63,697 63,970 217 59,405 FAMILY SERVICE DIVISION MGR 58,157 63,650 70,878 126 53,131 ASSISTANT DISTRICT ATTORNEY I 57,887 63,216 69,959 330 69,794 SR COMM REAL PROP APPRAISER 57,150 62,859 69,927 295 62,400 PARK PLANNER/PROJECT MANAGER 58,355 62,534 68,464 340 65,562 TELECOMMUNICATIONS SPECIALIST 56,305 62,073 69,239

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147 46,384 CHIEF OF POLICE-PARKS 61,035 62,064 63,092 172 57,959 CORRECTIONS DIVISION MANAGER 59,384 61,968 65,368 231 50,683 HEALTH SERVICES TEAM LEADER 57,066 61,356 66,993 105 50,989 ACCOUNTANT II 55,185 59,759 65,211 116 45,859 APPLICATIONS DEVELOPER II 55,097 59,730 64,824 174 48,474 CORRECTIONS UNIT SUPERVISOR 57,120 59,539 62,706 219 42,016 FLEET SERVICES SUPERVISOR 53,651 59,224 66,084 145 59,987 CHIEF INVESTIGATOR 55,162 58,878 64,267 178 55,162 COUNTY SURVEYOR 53,257 58,807 65,637 274 51,979 P&R ADMININSTRATION SUPERVISOR 51,723 58,804 66,854 129 58,718 ASSIST ANT ELECTION COMMISSONER 55,422 58,747 62,893 230 48,734 HLH INFO MGT SYSTEMS MGR 54,829 58,674 64,165 316 44,710 RN 55,005 58,547 62,280 299 58,614 PUBLIC HLTH EDUCATOR 53,918 58,323 63,731 350 EQUIP FLEET SUPERVISOR 54,479 58,206 63,549 162 56,534 COMMUNICATIONS FLOOR SUPER 54,262 57,998 61,733 357 62,400 RECREATION SUPERINTENDENT 53,128 57,960 62,793 315 65,562 RESIDENTIAL SUPERVISOR 52,599 57,747 64,186 194 49,150 DETECTIVE A 52,774 57,368 57,942 310 RECREATION SUPERVISOR 51,973 56,700 61,427 354 48,734 OUTDOOR ADVENTURE SUPERINTENDENT 51,973 56,700 61,427 283 46,773 PATROLMAN 55,487 56,422 57,356 149 60,882 CHLDCARE LIC TEAM LEADER 53,016 56,250 61,011 303 55,162 PUBLIC WORKS AUTO MECHANIC SUPVISOR 50,000 55,626 62,367 123 53,810 APPRAISER Ill 50,479 55,604 61,941 192 51,210 DEPUTY TREASURER 52,048 54,978 59,321 193 46,384 DEPUTY TREASURER MV 52,048 54,978 59,321 210 37,617 EPCO SPECIALIST 49,547 54,850 61,319 213 60,882 ENVIRONMENTAL HEALTH SPEC II 52,826 54,786 57,413 132 51,210 ASSISTANT ROAD SUPERVISOR 51,864 54,509 59,882 189 56,160 DEPUTY CHIEF OF STAFF 51,082 54,341 59,143 251 45,261 MAINT MANAGER 50,134 53,925 58,611 353 49,962 GREEN SPACES AND LAND SUPERINTENDENT 50,441 53,592 58,178 141 55,162 COMMERCIAL REAL PROPERTY SPEC 50,632 53,245 56,620

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272 42,869 OFFICE MANAGER II 47,571 53,222 54,494 196 46,604 DIETICIAN 49,278 52,940 57,760 285 60,882 PAYROLL OFFICER 49,663 52,758 57,270 289 51,210 PUBLIC INFO OFFICER HA 49,390 52,616 57,335 131 61,350 ASSISTANT NETWORK ADMIN 49,721 52,509 55,995 334 59,405 APPRAISAL SUPPORT SERVICES MANAGER 49,342 52,490 57,129 137 52,499 BRIDGE SUPERVISOR 50,174 52,455 57,634 280 51,526 PARK SUPERVISOR 51,039 52,343 56,585 349 51,210 ZONING ADMINISTRATOR 47,687 52,261 57,991 163 41,376 COMMUNICATIONS SHIFT SUPER 48,550 51,893 55,235 240 43,438 INTENSIVE SUPV PROB OFFICER 48,747 51,858 56,443 329 SR COMMUNICATIONS SYSTEM ENGR 48,742 51,786 56,228 234 40,997 HR/LABOR REL TNS OFFR 48,721 51,763 56,204 336 50,346 SOCIAL WORK TEAM LEADER 49,447 51,688 55,128 115 46,613 APPLICATIONS DEVELOPER I 48,585 51,614 56,038 228 37,128 HHW FACILITY MANAGER 48,411 51,526 55,684 312 53,872 REFUSE COLLECTOR SUPERVISOR 47,502 51,450 56,628 173 39,630 CORRECTIONS LINE SUPERVISOR 49,148 50,976 53,355 218 37,128 FIXED ASSET MANAGER 47,691 50,839 55,421 257 40,997 MECHANIC SUPERVISOR 45,818 50,550 53,407 301 40,570 PURCHASING SPECIALIST II 47,480 50,413 54,712 309 44,730 RECREATION PROGRAM SUPERVISOR 46,198 50,400 54,602 275 43,077 PARALEGAL 45,675 50,261 55,980 112 39,998 AMBULANCE COMPLIANCE OFFICER 47,341 50,038 54,026 208 42,016 EMERGENCY MGT PLANNER 45,298 50,022 52,733 226 42,650 GOLF COURSE SUPERINTENDENT 47,331 50,007 54,041 108 49,847 ADMINISTRATIVE OFFICER 46,539 49,928 52,896 104 50,726 ACCOUNTANT I 46,121 49,734 54,080 130 47,549 ASSISTANT EQUIP FLEET SUPERVISOR 46,307 49,475 54,017 236 42,016 HEALTH PROMOTION COORDINATOR 44,545 49,146 54,700 356 33,353 COMMUNICATIONS AND PUBLIC INFORMATION Sl 45,944 48,945 53,335 179 41,132 CREW LEADER 47,169 48,812 50,931 358 54,579 BCC OFFICE ADMINISTRATOR 45,765 48,521 52,589 209 35,027 ENGINEER TECHNICIAN 45,946 48,338 50,898

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324 50,097 SOCIAL WORKER 46,299 48,070 51,065 279 35,776 PARK POLICE 47,164 47,958 48,753 291 35,786 PARK MECHANIC LEADWORKER 46,911 47,809 49,323 232 36,490 HORTICULTURIST 44,743 47,748 52,098 351 ELECTRICIAN 45,225 47,695 51,390 138 44,158 BUSINESS SERVICES MANAGER 44,419 47,253 51,429 122 43,077 APPRAISER II 45,296 47,199 49,763 331 37,700 SR INVESTIGATOR 44,315 47,144 51,312 264 42,016 MOTOR VEHICLE QA SPECIALIST 41,427 47,099 53,546 166 45,781 CODE COMPLIANCE OFFICER 44,652 47,083 50,728 161 COMMUNICATIONS ENGINEER 44,413 46,991 50,829 110 39,998 ADMINISTRATION TEAM LEADER 42,530 46,880 52,255 238 35,360 INVESTIGATOR 43,234 46,633 49,091 216 EXECUTIVE SECRETARY 42,556 46,627 51,723 233 39,021 HR SPECIALIST II 44,958 46,622 50,089 341 36,348 TRAFFIC REGULATOR 44,202 46,588 50,173 338 38,542 SOCIAL WORKER-MSW 42,768 46,564 51,286 294 39,998 PROGRAM COORDINATOR 44,030 46,435 48,841 318 34,070 ROLL-OFF TRUCK DRIVER 43,924 46,345 46,611 323 31,782 SIDE LOAD TRUCK DRIVER 43,924 46,345 46,611 245 39,926 LEGAL ASSISTANT Ill 42,148 46,329 51,548 221 39,021 FORESTER 43,565 46,250 50,180 273 40,997 OUTREACH AND ENROLLMENT COORD 46,013 46,055 46,097 201 39,021 DIR OF VOTER SERVICES 43,378 45,915 49,699 248 55,162 LHD SUPPORT SPECIALIST 42,966 45,719 49,413 184 DA ADMINISTRATIVE ASSISTANT 42,959 45,663 49,667 135 43,638 BUILDING SUPERVISOR 42,602 45,343 49,002 297 49,395 PERSONAL COMPUTER TECHNICIAN 43,016 45,263 51,270 258 32,952 MECHANIC-PUBLIC WORKS 42,033 45,204 49,886 212 37,107 ENVIRONMENTAL HEALTH SPEC I 39,974 44,600 49,772 271 32,323 OFFICE MANAGER I 36,063 44,571 47,546 337 54,434 SOCIAL WORKER-SSW 42,927 44,546 47,307 120 40,997 APPLICATIONS SYSTEMS TECH 42,057 44,510 48,184 180 40,518 COURT TECH SUPPORT SPECIALIST 42,057 44,510 48,184

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360 COMPLIANCE/QUALITY MANAGEMENT SPECIALIS 41,900 44,455 48,218 225 48,734 GIS TECHNICIAN 41,537 44,434 50,116 222 35,090 FRONT LOAD TRUCK DRIVER 41,269 44,123 46,395 284 34,486 PAYROLL ASSISTANT 36,930 43,429 46,541 259 36,036 MECHANIC-REFUSE 40,156 43,267 47,514 206 43,077 ELECTION SYSTEMS SPECIALIST 40,490 43,192 49,806 165 32,598 COMMUNICATIONS SPECIALIST II 38,977 43,162 48,151 242 41,246 LEAD CORRECTIONS SPECIALIST 39,456 43,151 47,228 109 39,322 ADMINISTRATIVE SPECIALIST 40,783 43,132 47,788 255 43,805 MAINTENANCE TECH CREW LEADER- HEALTH 39,097 43,001 47,698 343 30,450 TRUCK DRIVER 40,232 42,961 45,086 211 38,376 EQUIPMENT OPERATOR 39,759 42,873 45,551 134 30,472 AUTO MECHANIC 41,056 42,715 45,700 250 35,624 LPN 38,532 42,526 46,729 121 37,952 APPRAISER I 39,997 42,475 44,701 125 40,997 ASSISTANT BUSINESS SERVICES MGR 40,266 42,449 45,359 293 39,998 PR AP SUPERVISOR 39,828 41,970 44,833 308 37,593 RECREATION PROGRAMMER 36,815 41,856 47,586 187 34,861 DAYCARE LICENSING SURVEYOR 39,186 41,576 45,095 244 33,592 LEGAL ASSISTANT II 39,144 41,161 44,595 326 47,216 SPECIAL ASSISTANT TO SHERIFF 37,734 40,827 44,958 335 39,333 SURVEYOR ASSISTANT 37,921 40,801 44,650 278 29,065 MECHANIC-PARK 37,819 40,425 43,601 103 32,032 ACCOUNTING ASSOCIATE 37,759 39,954 41,890 346 42,016 VOLUNTEER SERVICES COORD 35,001 39,793 45,240 106 33,654 ACCOUNTING SPECIALIST I 37,164 39,543 41,713 175 31,635 CORRECTIONS SPECIALIST 36,857 39,340 42,224 164 36,016 COMMUNICATIONS SPECIALIST I 37,882 39,276 41,516 290 40,588 PARK MAINTENANCE LEADWORKER 35,529 39,247 41,067 256 30,035 MAINTENANCE TECHNICIAN II -HEALTH 36,820 39,180 42,343 362 MAINTENANCE TECHNICIAN II -CORRECTIONS 36,820 39,180 42,343 260 42,016 MEDICAL CODING SPECIALIST 37,101 39,120 41,571 307 39,874 RECREATION PROGRAM COORDINATOR 35,371 39,108 43,577 114 51,210 ANIMAL CONTROL OFFICER II 34,328 39,028 44,371

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345 29,380 VICTIM/WITNESS SPEC 36,348 38,394 40,869 325 28,966 SPANISH TRANSLATOR 36,403 38,313 41,226 276 34,278 PARK MAINTENANCE TECHNICIAN 33,834 38,121 41,198 300 34,091 PURCHASING SPECIALIST I 34,222 37,729 41,956 243 25,548 LEGAL ASSISTANT I 34,154 37,559 41,802 252 30,919 MAINTENANCE TECHNICIAN I -FACILITIES 35,742 37,461 40,029 348 31,970 WELDER-REFUSE 34,526 37,438 41,230 253 33,033 MAINTENANCE TECHNICIAN I -CORRECTIONS 34,279 36,831 39,867 229 26,333 HHW SPEC 33,544 35,961 39,141 306 26,738 RECREATION LEADER 32,317 35,684 39,771 270 21,029 OFFICE ASSISTANT/GRANTS SPEC 33,589 35,568 39,687 102 28,439 ACCOUNT CLERK Ill 33,183 35,312 36,751 347 32,843 VOTER SERVICES ASSISTANT 33,967 35,311 36,989 339 26,936 TECHNICAL APPLICATION SPEC 33,265 35,285 38,321 246 24,398 LEGAL SECRETARY 33,954 35,217 36,838 111 34,486 ADMIN/CREDENTIALING SPECIALIST 32,693 35,194 38,512 269 31,223 OAIII 34,132 35,187 38,612 342 36,213 TRANSPORTATION SPECIALIST 32,613 35,176 38,590 107 37,825 ADMINISTRATIVE ASSISTANT 31,649 35,044 37,937 352 33,654 ASSISTANT ELECTION SYSTEMS SPECIALIST 32,684 35,006 41,793 204 34,320 DIVISION SUPERVISOR DA 32,508 34,640 37,535 317 28,640 ROAD MAINTENANCE 31,296 33,961 36,946 203 34,320 DIVERSION COORDINATOR 32,098 33,958 36,534 113 30,222 ANIMAL CONTROL OFFICER I 29,851 33,937 38,583 151 22,845 CLINICAL MEDICAL ASSISTANT 30,929 33,820 36,195 296 36,213 PROPERTY TECHNICIAN 31,454 33,487 36,279 136 29,427 BRIDGE MAINTENANCE 30,488 32,863 35,980 101 25,763 ACCOUNT CLERK II 30,618 32,581 33,877 159 28,538 COMMERCIAL CONTAINER MAINT 29,905 32,077 34,969 314 30,670 RESIDENTIAL CONTAINER MAINT 29,905 32,077 34,969 157 27,770 COLLECTOR 29,911 31,719 34,148 237 29,494 INVENTORY SPECIALIST 29,428 31,381 33,999 287 28,621 PROGRAM MEDICAL ASSISTANT 28,704 30,763 33,542 267 24,291 OAII 28,789 30,414 33,451

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CBIZ Annualized Code Average Base Job Title

186 30,160 DA RECEPTIONIST II 181 21,790 CUSTODIAN-CORRECTIONS 100 19,698 ACCOUNT CLERK I 124 32,032 ASSISTANT ACCREDITATION MGR 133 30,160 ASST DIVERSION COORDINATOR 266 20,814 OAI 277 29,660 PARK MAINTENANCE WORKER 182 29,049 CIVILIAN PROCESS SERVER 139 28,288 CADASTRAL MAPPING SPEC TRAINEE 185 22,880 DA RECEPTIONIST I 235 25,459 HEALTHY START HOME VISITOR 176 61,797 COUNTY CLERK 265 53,040 NOXIOUS WEEDS DIRECTOR 153 42,994 COUNTY COMMISSIONER 168 48,776 CORPORAL A 169 53,391 CORPORALS 239 69,753 ISP DIVISION MANAGER 254 79,893 MAJOR 268 31,312 OA II SPECIAL DEPUTY 286 30,472 PESTICIDE APPLICATOR 311 43,077 RECYCLING MANAGER 327 43,326 SUPPORT SERVICES MANAGER

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25th Percentile

28,102 26,214 27,846 27,351 26,748 26,023 25,280 25,259 25,125 25,291 24,094

Market Base Salary 50th Percentile

29,610 29,389 29,245 29,119 28,298 27,264 26,985 26,671 26,667 26,649 25,371 87,865 68,523 42,942

75th Percentile

31,473 31,031 31,149 31,547 30,445 29,179 29,380 28,670 28,848 28,326 27,145

Exhibit 2: Shawnee County, Kansas Actual Annualized Base Salary Compared to Market 50th Percentile Base Salary

140,000 --.------------------------------~---...

120,000 I , .... I I I • Shawnee County Base Salary

i!' . / / • Market Base Salary

~ co (/) 100,000

/ / ·. - Linear (Shawnee County Q)

Base Salary) U) co

co - Linear (Market Base Salary) co

:::::1 c:::: c:::: <(

co 80,000 :::::1 ... Shawnee County -(.)

Salary Trendline Equation <(

>-and R-Square: -c::::

:::::1

y = 0.94x- 2,013.04 0 • ' + (.)

R2 = 0.91 Q) 60,000 Q) c::::

3: co .s:::: (/)

40 ,000

20,000 ... 20,000 40,000 60,000 80,000 100,000 120,000 140,000

Market Base Salary

Page 1 of 1

Shawnee County, Kansas Compensation Study Results Exhibit 4 -Job List by Grade Data Effective July 1, 2016

Proposed Proe_osed Stee_s (Annual) Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

General Schedule

25 97,115 99,549 102,045 104,603 107,224 109,907 112,653 115,461 118,352 121,306 124,342 127,442 130,624 133,890 137,238 140,670 144,186 147,784 151,486 155,272 DISTRICT ATTORNEY

24 88,296 90,501 92,768 95,098 97,469 99,902 102,398 104,957 107,578 110,261 113,027 115,856 118,747 121,722 124,758 127,878 131,082 134,368 137,738 141,190 CHIEF DEPUTY DA CHIEF OF STAFF DA COUNTY COUNSELOR INFORMATION TECHNOLOGY DIR SHERIFF

23 80,267 82,264 84,323 86,424 88,587 90,792 93,059 95,389 97,781 100,235 102,731 105,290 107,931 110,635 113,402 116,230 119,142 122,117 125,174 128,294 CORRECTIONS DIRECTOR COUNTY ENGINEER DIRECTOR OF ADMIN SERVICES PARKS & RECREATION DIRECTOR

22 72,966 74,797 76,669 78,582 80,538 82,555 84,614 86,736 88,899 91,125 93,413 95,742 98,134 100,589 103,106 105,685 108,326 111,030 113,797 116,646 COUNTY APPRAISER DEPUTY DIRECTOR - PUBLIC WORKS ELECTION COMMISSIONER LHD DIRECTOR MID LEVEL PRAC ARNP/PA UNDERSHERIFF

21 66,331 67,995 69,701 71,448 73,237 75,067 76,939 78,853 80,829 82,846 84,926 87,048 89,232 91,458 93,746 96,096 98,509 100,963 103,480 106,059 CHC DIRECTOR COUNTY COUNSELOR I PLANNING DIRECTOR SRASSISTANT DISTRICT ATTORNEY

20 61,506 63,045 64,626 66,248 67,912 69,618 71,365 73,154 74,984 76,856 78,770 80,746 82,763 84,822 86,944 89,128 91,354 93,642 95,992 98,384 APP SUPPORT/PROJECT MGR ASSISTANT DISTRICT ATTORNEY II CHIEF NETWORK ENGINEER COMMUNITY CORRECTIONS DIRECTOR CORRECTIONS DEPUTY DIRECTOR DEP DIRISYS/PROG MGR DIR FACILITIES MANAGEMENT DIRECTOR OF HUMAN RESOURCES EXECUTIVE ASSISTANT DA GENERAL COUNSEL

19 55,910 57,304 58,739 60,216 61,714 63,253 64,834 66,456 68,120 69,826 71,573 73,362 75,192 77,064 78,998 80,974 82,992 85,072 87,194 89,378 APPLICATION PROGRAMMING MGR ASST DIR CECC CIVIL ENGINEER II CORRECTIONS DIVISION MANAGER DATABASE ADMINISTRATOR DIRECTOR OF EMERGENCY MGT EV PROTECTION DIVISION MGR PARKS DIRECTOR RECREATION DIRECTOR REGISTER OF DEEDS SR TECH PROG/ANAL YST

Page 1 of 14

Shawnee County, Kansas Compensation Study Results Exhibit 4- Job List by Grade Data Effective July 1, 2016

Proposed Proe_osed Stee_s (Annuall ----

Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

18 52,021 53,331 54,662 56,035 57,429 58,864 60,341 61,859 63,398 64,979 66,602 68,266 69,971 71,718 73,507 75,338 77,230 79,165 81,141 83,179 APPLICATIONS DEVELOPER Ill COMMERCIAL APPRAISAL MGR DEPUTY FINANCIAL ADMINISTRATOR FAMILY HEALTH DIVISION MANAGER FETAL INFANT MORTALITY REVIEW COORDINATOR/ABSTRACTOR GIS MAPPING COORDINATOR NOXIOUS WEEDS DIRECTOR QUALITY & RISK MANAGEMENT OFFICER PSYCHOLOGIST RADIO NETWORK ADMINISTRATOR ROAD SUPERINTENDENT STAFF ATTORNEY DISTRICT COURT

17 48,381 49,587 50,835 52,104 53,414 54,746 56,118 57,512 58,947 60,424 61,942 63,482 65,062 66,685 68,349 70,054 71,802 73,590 75,421 77,314 ASSISTANT DISTRICT ATTORNEY I CHC DIVISION MANAGER CHIEF OF POLICE-PARKS DIRECTOR OF GOLF EMERGENCY MGT DEP DIR FAMILY SERVICE DIVISION MGR HEALTH SERVICES TEAM LEADER ISP DIVISION MANAGER PARK PLANNER/PROJECT MANAGER SR COMM REAL PROP APPRAISER TELECOMMUNICATIONS SPECIALIST

16 45,011 46,134 47,278 48,464 49,670 50,918 52,187 53,498 54,829 56,202 57,616 59,051 60,528 62,046 63,606 65,187 66,810 68,474 70,179 71,926 ACCOUNTANT II APPLICATIONS DEVELOPER II ASSISTANT ELECTION COMMISSONER CHIEF INVESTIGATOR COMMUNICATIONS FLOOR SUPER CORRECTIONS UNIT SUPERVISOR COUNTY SURVEYOR EQUIP FLEET SUPERVISOR FLEET SERVICES SUPERVISOR HLH INFO MGT SYSTEMS MGR P&R ADMININSTRA TION SUPERVISOR RECREATION SUPERINTENDENT RESIDENTIAL SUPERVISOR

15 42,723 43,784 44,886 46,010 47,154 48,339 49,546 50,794 52,062 53,373 54,704 56,077 57,470 58,906 60,382 61,901 63,440 65,021 66,643 68,307 APPRAISER Ill ASSISTANT ROAD SUPERVISOR CHLDCARE LIC TEAM LEADER DEPUTY CHIEF OF STAFF DEPUTY TREASURER DEPUTY TREASURER MV ENVIRONMENTAL HEALTH SPEC II EPCO SPECIALIST GREEN SPACES AND LAND SUPERINTENDENT MAINT MANAGER OUTDOOR ADVENTURE SUPERINTENDENT PUBLIC WORKS AUTOMECH SUPVISOR

Page 2 of 14


Proposed Proe.osed Stees (Annuall Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

RECREATION SUPERVISOR 14 39,749 40,747 41,766 42,806 43,867 44,970 46,093 47,237 48,422 49,629 50,877 52,146 53,456 54,787 56,160 57,574 59,010 60,486 62,005 63,565

ADMINISTRATIVE OFFICER AMBULANCE COMPLIANCE OFFICER APPLICATIONS DEVELOPER I APPRAISAL SUPPORT SERVICES MANAGER ASSISTANT NETWORK ADMIN BRIDGE SUPERVISOR COMMERCIAL REAL PROPERTY SPEC COMMUNICATIONS SHIFT SUPER CORRECTIONS LINE SUPERVISOR EMERGENCY MGT PLANNER FIXED ASSET MANAGER GOLF COURSE SUPERINTENDENT HHW FACILITY MANAGER HRILABOR REL TNS OFFR INTENSIVE SUPV PROB OFFICER MECHANIC SUPERVISOR OFFICE MANAGER II PARALEGAL PARK SUPERVISOR PAYROLL OFFICER PUBLIC INFO OFFICER HA PURCHASING SPECIALIST II RECREATION PROGRAM SUPERVISOR RECYCLING MANAGER REFUSE COLLECTOR SUPERVISOR SOCIAL WORK TEAM LEADER SR COMMUNICATIONS SYSTEM ENGR SUPPORT SERVICES MANAGER ZONING ADMINISTRATOR

13 36,962 37,877 38,834 39,811 40,810 41,829 42,869 43,950 45,053 46,176 47,341 48,526 49,733 50,981 52,250 53,560 54,891 56,264 57,678 59,114 ACCOUNTANT I ADMINISTRATION TEAM LEADER APPRAISER II ASSISTANT EQUIP FLEET SUPERVISOR BCC OFFICE ADMINISTRATOR BUSINESS SERVICES MANAGER COMMUNICATIONS AND PUBLIC INFORMATION SUPERVISOR COMMUNICATIONS ENGINEER ELECTRICIAN EXECUTIVE SECRETARY HORTICULTURIST HR SPECIALIST II INVESTIGATOR MOTOR VEHICLE QA SPECIALIST PARK POLICE PROGRAM COORDINATOR SOCIAL WORKER SR INVESTIGATOR

Page 3 of 14


Proposed Proe.osed Steps (Annual) Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

12 34,382 35,235 36,109 37,003 37,918 38,875 39,853 40,851 41,870 42,910 43,992 45,094 46,218 47,382 48,568 49,774 51,022 52,291 53,602 54,933 ADMINISTRATIVE SPECIALIST APPLICATIONS SYSTEMS TECH BUILDING SUPERVISOR COMPLIANCE/QUALITY MANAGEMENT SPECIALIST COURT TECH SUPPORT SPECIALIST DA ADMINISTRATIVE ASSISTANT DIR OF VOTER SERVICES ELECTION SYSTEMS SPECIALIST FORESTER GIS TECHNICIAN LEGAL ASSISTANT Ill LHD SUPPORT SPECIALIST OFFICE MANAGER I OUTREACH AND ENROLLMENT COORD PAYROLL ASSISTANT PERSONAL COMPUTER TECHNICIAN

11 31,990 32,781 33,592 34,424 35,277 36,150 37,045 37,981 38,938 39,915 40,914 41,933 42,973 44,054 45,157 46,280 47,445 48,630 49,837 51,085 ACCOUNTING ASSOCIATE ACCOUNTING SPECIALIST I APPRAISER I ASSISTANT BUSINESS SERVICES MGR AUTO MECHANIC DAYCARE LICENSING SURVEYOR LEGAL ASSISTANT II PR AP SUPERVISOR RECREATION PROGRAMMER SPECIAL ASSISTANT TO SHERIFF VOLUNTEER SERVICES COORD

10 30,389 30,992 31,616 32,240 32,885 33,550 34,216 34,902 35,610 36,317 37,045 37,794 38,542 39,312 40,102 40,914 41,725 42,557 43,410 44,283 ANIMAL CONTROL OFFICER II LEGAL ASSISTANT I MAINTENANCE TECHNICIAN I- FACILITIES MEDICAL CODING SPECIALIST PESTICIDE APPLICATOR PURCHASING SPECIALIST I RECREATION PROGRAM COORDINATOR VICTIM/WITNESS SPEC

9 28,933 29,515 30,098 30,701 31,325 31,949 32,594 33,238 33,904 34,590 35,277 35,984 36,712 37,440 38,189 38,958 39,728 40,518 41,330 42,162 ADMIN/CREDENTIALING SPECIALIST ADMINISTRATIVE ASSISTANT ASSISTANT ELECTION SYSTEMS SPECIALIST LEGAL SECRETARY OFFICE ASSISTANT/GRANTS SPEC RECREATION LEADER TECHNICAL APPLICATION SPEC TRANSPORTATION SPECIALIST VOTER SERVICES ASSISTANT

Page 4 of 14


Proposed Proe.osed Stees (Annual) Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

8 27,560 28,122 28,683 29,266 29,848 30,451 31,054 31,678 32,302 32,947 33,613 34,278 34,965 35,672 36,379 37,107 37,856 38,605 39,374 40,165 ANIMAL CONTROL OFFICER I DIVERSION COORDINATOR DIVISION SUPERVISOR DA PROPERTY TECHNICIAN

5 24,315 24,794 25,293 25,792 26,312 26,832 27,373 27,914 28,475 29,037 29,619 30,202 30,805 31,429 32,053 32,698 33,342 34,008 34,694 35,381 DA RECEPTIONIST II

4 23,150 23,608 24,086 24,565 25,064 25,563 26,083 26,603 27,144 27,685 28,246 28,808 29,390 29,973 30,576 31,179 31,803 32,448 33,093 33,758 ASSISTANT ACCREDITATION MGR ASST DIVERSION COORDINATOR

3 22,048 22,485 22,942 23,400 23,878 24,357 24,835 25,334 25,834 26,354 26,874 27,414 27,955 28,517 29,078 29,661 30,264 30,867 31,491 32,115 DA RECEPTIONIST I

Page 5 of 14


Proposed Proe_osed Stee_s (Annuall Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Sheriff Schedule

SH-12 71,178 72,592 74,048 75,525 77,043 78,582 80,163 81,765 83,408 85,072 86,778 88,504 90,272 92,082 93,933 95,805 97,718 99,674 101,670 103,709 MAJOR

SH-11 67,787 69,139 70,512 71,926 73,362 74,838 76,336 77,854 79,414 80,995 82,618 84,261 85,946 87,672 89,419 91,208 93,038 94,890 96,782 98,717 CAPTAIN

SH-10 64,563 65,853 67,163 68,515 69,888 71,282 72,717 74,173 75,650 77,168 78,707 80,288 81,890 83,533 85,197 86,902 88,650 90,418 92,227 94,078 LIEUTENANT

SH-8 58,552 59,717 60,902 62,130 63,378 64,646 65,936 67,246 68,598 69,971 71,365 72,800 74,256 75,733 77,251 78,790 80,371 81,973 83,616 85,280 SERGEANT B

SH-7 55,765 56,888 58,032 59,197 60,382 61,589 62,816 64,064 65,354 66,664 67,995 69,347 70,741 72,155 73,590 75,067 76,565 78,104 79,664 81,266 SERGEANT A

SH-6 53,102 54,163 55,245 56,347 57,470 58,614 59,779 60,965 62,192 63,440 64,709 65,998 67,309 68,661 70,034 71,427 72,862 74,318 75,795 77,314 DETECTIVE B

SH-5 50,565 51,584 52,624 53,685 54,766 55,869 56,992 58,136 59,301 60,486 61,693 62,920 64,189 65,478 66,789 68,120 69,493 70,886 72,301 73,757 DETECTIVE A

SH-4 48,152 49,109 50,086 51,085 52,104 53,144 54,205 55,286 56,389 57,512 58,656 59,821 61,027 62,254 63,502 64,771 66,061 67,392 68,744 70,117 CORPORALS

SH-3 45,864 46,779 47,715 48,672 49,650 50,648 51,667 52,707 53,768 54,850 55,952 57,075 58,219 59,384 60,570 61,776 63,003 64,272 65,562 66,872 CORPORAL A

SH-1 41,600 42,432 43,285 44,158 45,032 45,926 46,842 47,778 48,734 49,712 50,710 51,730 52,770 53,830 54,912 56,014 57,138 58,282 59,446 60,632 PATROLMAN

Page 6 of 14

Shawnee County, Kansas Compensation Study Results Exhibit 4 - Job List by Grade Data Effective July 1, 2016


Public Works Schedule

PW-9 40,414 41,226 42,058 42,890 43,742 44,616 45,510 46,426 47,362 48,318 49,275 50,253 51,251 52,270 53,310 54,371 55,453 56,555 57,678 58,822 CREW LEADER ENGINEER TECHNICIAN

PW-8 37,419 38,168 38,938 39,707 40,498 41,309 42,141 42,994 43,846 44,720 45,614 46,530 47,466 48,422 49,400 50,398 51,397 52,416 53,456 54,517 CODE COMPLIANCE OFFICER MECHANIC-PUBLIC WORKS TRAFFIC REGULATOR

PW-7 34,653 35,339 36,046 36,774 37,502 38,251 39,021 39,811 40,602 41,413 42,245 43,098 43,950 44,824 45,718 46,634 47,570 48,526 49,504 50,502 EQUIPMENT OPERATOR

PW-6 32,094 32,739 33,384 34,050 34,736 35,422 36,130 36,858 37,586 38,334 39,104 39,894 40,685 41,496 42,328 43,181 44,054 44,928 45,822 46,738 SURVEYOR ASSISTANT

PW-4 27,518 28,059 28,621 29,203 29,786 30,389 30,992 31,616 32,240 32,885 33,550 34,216 34,902 35,610 36,317 37,045 37,794 38,542 39,312 40,102 BRIDGE MAINTENANCE ROAD MAINTENANCE

PW-3 25,480 26,000 26,520 27,061 27,602 28,163 28,725 29,307 29,890 30,493 31,096 31,720 32,365 33,010 33,675 34,341 35,027 35,734 36,442 37,170 INVENTORY SPECIALIST

Page 7 of 14


Proposed Proe_osed Stees (Annual) Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Clerical Schedule

C-8 28,933 29,515 30,098 30,701 31,325 31,949 32,594 33,238 33,904 34,590 35,277 35,984 36,712 37,440 38,189 38,958 39,728 40,518 41,330 42,162 ACCOUNT CLERK Ill OAIII

C-7 26,915 27,456 27,997 28,558 29,120 29,702 30,306 30,909 31,533 32,157 32,802 33,467 34,133 34,819 35,506 36,213 36,941 37,690 38,438 39,208 ACCOUNT CLERK II

C-6 25,043 25,542 26,062 26,582 27,123 27,664 28,226 28,787 29,370 29,952 30,555 31,158 31,782 32,427 33,072 33,738 34,403 35,090 35,797 36,504 OAII OA II SPECIAL DEPUTY

C-5 23,296 23,754 24,232 24,710 25,210 25,709 26,229 26,749 27,290 27,830 28,392 28,954 29,536 30,118 30,722 31,346 31,970 32,614 33,259 33,925 ACCOUNT CLERK I

C-4 21,674 22,110 22,547 23,005 23,462 23,941 24,419 24,898 25,397 25,896 26,416 26,936 27,477 28,018 28,579 29,141 29,723 30,326 30,930 31,554 CADASTRAL MAPPING SPEC TRAINEE CIVILIAN PROCESS SERVER OAI

Page 8 of 14



Corrections Schedule

COR-6 34,507 35,194 35,901 36,629 37,357 38,106 38,875 39,645 40,435 41,246 42,078 42,910 43,763 44,637 45,531 46,446 47,382 48,339 49,296 50,274 LEAD CORRECTIONS SPECIALIST

COR-5 32,240 32,885 33,550 34,216 34,902 35,610 36,317 37,045 37,794 38,542 39,312 40,102 40,914 41,725 42,557 43,410 44,283 45,178 46,072 46,987 CORRECTIONS SPECIALIST MAINTENANCE TECHNICIAN II - CORRECTIONS

COR-4 28,038 28,600 29,182 29,765 30,368 30,971 31,595 32,219 32,864 33,530 34,195 34,882 35,589 36,296 37,024 37,773 38,522 39,291 40,082 40,893 MAINTENANCE TECHNICIAN I - CORRECTIONS

COR-2 23,587 24,066 24,544 25,043 25,542 26,062 26,582 27,123 27,664 28,226 28,787 29,370 29,952 30,555 31,158 31,782 32,427 33,072 33,738 34,403 CUSTODIAN-CORRECTIONS

Page 9 of 14



Solid Waste Schedule

SW-7 37,606 38,355 39,125 39,915 40,706 41,517 42,349 43,202 44,075 44,949 45,843 46,758 47,694 48,651 49,629 50,627 51,646 52,686 53,747 54,829 FRONT LOAD TRUCK DRIVER ROLL-OFF TRUCK DRIVER SIDE LOAD TRUCK DRIVER

SW-6 34,195 34,882 35,589 36,296 37,024 37,773 38,522 39,291 40,082 40,893 41,704 42,536 43,389 44,262 45,157 46,051 46,966 47,902 48,859 49,837 MECHANIC-REFUSE TRUCK DRIVER

SW-4 29,578 30,160 30,763 31,387 32,011 32,656 33,301 33,966 34,653 35,339 36,046 36,774 37,502 38,251 39,021 39,811 40,602 41,413 42,245 43,098 HHWSPEC WELDER-REFUSE

SW-3 27,518 28,059 28,621 29,203 29,786 30,389 30,992 31,616 32,240 32,885 33,550 34,216 34,902 35,610 36,317 37,045 37,794 38,542 39,312 40,102 COMMERCIAL CONTAINER MAINT RESIDENTIAL CONTAINER MAINT

SW-2 26,208 26,728 27,269 27,810 28,371 28,933 29,515 30,098 30,701 31,325 31,949 32,594 33,238 33,904 34,590 35,277 35,984 36,712 37,440 38,189 COLLECTOR

Page 10 of 14


Proposed Proe.osed Stees (Annual) Grade Job Title 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20

Communications Schedule

COM-2 34,323 35,006 35,714 36,421 37,149 37,898 38,646 39,416 40,206 41,018 41,829 42,661 43,514 44,387 45,282 46,197 47,112 48,048 49,005 49,982 COMMUNICATIONS SPECIALIST II

COM-1 31,928 32,573 33,218 33,883 34,570 35,256 35,963 36,691 37,419 38,168 38,938 39,707 40,498 41,309 42,141 42,994 43,846 44,720 45,614 46,530 COMMUNICATIONS SPECIALIST I

Page 11 of 14



Pi!rks Schedule

PK-6 38,834 39,603 40,394 41,205 42,037 42,869 43,722 44,595 45,490 46,405 47,341 48,298 49,254 50,232 51,230 52,250 53,290 54,350 55,432 56,534 PARK MECHANIC LEADWORKER

PK-5 34,674 35,360 36,067 36,795 37,523 38,272 39,042 39,832 40,622 41,434 42,266 43,118 43,971 44,845 45,739 46,654 47,590 48,547 49,525 50,523 MECHANIC-PARK PARK MAINTENANCE LEADWORKER

PK-4 30,950 31,574 32,198 32,843 33,509 34,174 34,861 35,568 36,275 37,003 37,752 38,501 39,270 40,061 40,872 41,683 42,515 43,368 44,242 45,136 PARK MAINTENANCE TECHNICIAN

PK-1 22,048 22,485 22,942 23,400 23,878 24,357 24,835 25,334 25,834 26,354 26,874 27,414 27,955 28,517 29,078 29,661 30,264 30,867 31,491 32,115 PARK MAINTENANCE WORKER

Page 12 of 14



Health Professional & Health Suggort Schedule

H-8 46,342 47,278 48,214 49,171 50,149 51,147 52,166 53,206 54,267 55,349 56,451 57,574 58,718 59,883 61,090 62,317 63,565 64,834 66,123 67,454 PUBLIC HLTH EDUCATOR RN

H-7 40,290 41,101 41,933 42,765 43,618 44,491 45,386 46,301 47,237 48,173 49,130 50,107 51,106 52,125 53,165 54,226 55,307 56,410 57,533 58,677 DIETICIAN HEALTH PROMOTION COORDINATOR SOCIAL WORKER-MSW

H-6 35,027 35,734 36,442 37,170 37,918 38,667 39,437 40,227 41,038 41,850 42,682 43,534 44,408 45,302 46,218 47,133 48,069 49,026 50,003 51,002 ENVIRONMENTAL HEALTH SPEC I LPN MAINTENANCE TECH CREW LEADER- HEALTH SOCIAL WORKER-BSW

H-5 31,138 31,762 32,406 33,051 33,717 34,382 35,069 35,776 36,483 37,211 37,960 38,730 39,499 40,290 41,101 41,933 42,765 43,618 44,491 45,386 MAINTENANCE TECHNICIAN II - HEALTH SPANISH TRANSLATOR

H-4 27,685 28,246 28,808 29,390 29,973 30,576 31,179 31,803 32,448 33,093 33,758 34,424 35,110 35,818 36,525 37,253 38,002 38,771 39,541 40,331 CLINICAL MEDICAL ASSISTANT

H-3 24,606 25,106 25,605 26,125 26,645 27,186 27,726 28,288 28,850 29,432 30,014 30,618 31,221 31,845 32,490 33,134 33,800 34,486 35,173 35,880 PROGRAM MEDICAL ASSISTANT

H-1 20,800 21,216 21,632 22,069 22,506 22,963 23,421 23,899 24,378 24,856 25,355 25,854 26,374 26,894 27,435 27,976 28,538 29,099 29,682 30,285 HEAL THY START HOME VISITOR

Page 13 of 14

Documents

Shawnee County Compensation Study Results Dec 2015