The Classification and Compensation System
Please contact Classification and Compensation Services at 715-1400 with questions regarding this information.
Introduction
The County compensates employees for service in two ways: direct compensation and indirect compensation.
- Direct compensation is your total gross pay. Details about pay are found in this section of the HR web site.
- Indirect compensation is the value of the benefits provided by the County. The benefits that you select protect you and your family in times of sickness or disability, when you retire, or in the event of death. For information about indirect compensation, visit the Benefits Division online.
The County has a position classification system and a compensation plan. Positions are classified (i.e., graded). Each classification/grade has its own pay range. Employees must be paid no less than the pay range minimum of the pay range associated with their classification/grade.
Pay rate increases are provided based on merit and typically occur on the employee's anniversary date, as documented in Policy #348 - Performance Increases. Refer also to the annual Merit Pay Rate Increase Guidelines for details regarding this process.
The County's classification structure contains 19 possible grades of positions, ranging from grades 10 (lowest) through 28 (highest).
Certain positions in the County will not be graded, and they are known as “unclassified positions. They include elected positions, appointed positions, civil service positions, and interns.To determine the classification/grade of your position, the evaluator reads and evaluates your position description using The Hay Point Factor Method(TM) of job evaluation. This method of job evaluation assigns points to positions based on the criteria described below under "The Criteria for Grading Positions." The points are assigned, totaled by the evaluator, and the point total converts to a position grade.
In the table below, you’ll see that a position that earns 200 points based on the evaluation would become a grade 14. A position that earns 1,000 points would become a grade 23. Please note that only classifications/grades are provided to employees and supervisors. Point totals are not provided to employees or supervisors. The job grid is published so that you have an understanding of how position gr ades are determined.
The Job Grid
Grade |
Point Range |
Grade |
Point Range |
10 |
50-64 |
20 |
533-639 |
11 |
65-89 |
21 |
640-739 |
12 |
90-129 |
22 |
740-914 |
13 |
130-189 |
23 |
915-1044 |
14 |
190-219 |
24 |
1045-1295 |
15 |
220-269 |
25 |
1296-1540 |
16 |
270-320 |
26 |
1541-1875 |
17 |
321-369 |
27 |
1876-2278 |
18 |
370-434 |
28 |
2279-2734 |
19 |
435-532 |
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The County evaluates and determines the grade/classification of positions using the Hay Guide Chart. The evaluation tool determines the grade of positions based on four criteria, including:
- know-how - the knowledge required to perform the duties of the position, including the technical/ specialized knowledge, managerial knowledge, and human relations skills.
- problem solving - the thinking environment and thinking challenges faced in performing the duties of the position.
- accountability - the freedom to act, the job impact on end results, and the budgetary magnitude of the position.
- working conditions - the physical effort, concentration, environment, and hazards faced in performance of the job duties.
Position descriptions are graded by in the Department of Human Resources by the Classification and Compensation Specialist who evaluates the Position Description Form to make the grade determination. Grades are then reviewed and approved by the Director of Human Resources or designee.
The Position Description Form is used to document all County positions. This form replaced the former Job Checklist Form (JCF) used previously by the County to document County positions.
Departments/agencies are encouraged to ensure position descriptions remain current by reviewing descriptions annually as a part of the performance appraisal process and updating them using the most current version of the form available on HR's web site.
Click here to move to the Forms section of this web site. The Position Description Form is updated as determined necessary by the Department of Human Resources, so please obtain the form from the web each time you use it to ensure you are using the most user friendly and current version of the form available. Anytime a position description is updated, the new Position Description Form must be used.
This form may be used to grade positions regardless of the classification system used by the County.
Click here to link to the Position Review Procedure that contains information about submitting a Position Description Form update and how to request a reclassification.
There is one pay table for all classified positions. The current pay table is available online here. There is a separate pay table for civil service positions, including only unclassified positions in the Sheriff's Office. The civil service pay table is also available at this link. Instructions regarding how to read the pay table are provided below the pay table.
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The HayGroup will work with the Department of Human Resources staff to conduct ongoing reviews of the classification and compensation system every few years. The purpose of the reviews will be to ensure that the updated system is meeting the needs of the County and to ensure that the updated system is being administered properly. The reviews will include an evaluate of classification determinations made by the County.
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This page last updated: August 21, 2007