Most employees will see raises following a study that uncovered a chaotic compensation system and pay disparities.
Nicole Ludden Nearly every Pima County employee will receive a raise after a more than year-long, methodical study found one of the region’s largest employers inadequately classifies and pays its workers.
People are also reading… The unstructured methodology has not only exacerbated turnover rates and increased vacancies, it’s affected employees’ bottom lines. In August, supervisors will vote on the exact set of salary adjustments Lesher will recommend after human resources officials compile the changes and determine the cost. The goal is to raise wages enough to meet the middle of the market for similar positions in the region.
Further destabilizing its workforce, the county employs more than 6,800 people with a median age of 50. In speaking with department heads, Board of Supervisors Chair Adelita Grijalva said most reported at least 50% of their employees are at or near retirement. It’s hard to hire “entry-level staff taking very sensitive calls,” or “redactors, who are in dark cubicles, reviewing traumatic footage, and trying to protect private, sensitive information for victims,” Conover said, “because the jobs are very low pay for very professional, high stress, delicate work.”
But the percentage-based raises caused some employees right at the cut-off of the qualifying salaries for each respective increase to jump over those in higher pay grades, compounding compression issues. For those who’ve been working with the county for years, a less-experienced employee could easily catch up to them when moving to a higher pay grade.
Taxpayers absorb “astronomical raises”The raises come at a significant cost to sustain over time, Lesher noted. “It is going to be very, very difficult for taxpayers to absorb the kinds of astronomical raises and things that are coming on,” she said.
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