Department: County Administration
Department Head/Elected Official: Diana Ramirez
Regular or Supplemental RCA: Regular RCA
Type of Request: Executive Session
Project ID (if applicable): N/A
Vendor/Entity Legal Name (if applicable):
MWDBE Contracted Goal (if applicable): N/A
MWDBE Current Participation (if applicable): N/A
Justification for 0% MWDBE Participation Goal: N/A - Goal not applicable to request
Request Summary (Agenda Caption):
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Request by the Office of County Administration for an Executive Session for discussion and possible action on (a) job classifications and associated pay for the following department heads: Public Library, Pollution Control, Pretrial Services, Domestic Relations Office, and Office of Management and Budget related to pay equity issues, and (b) contracting for the conduct of a job evaluation for each department head reporting to the County Administrator.
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Background and Discussion:
OCA requests authorization to work with HRRM and the Purchasing Office to solicit three informal bids for a qualified human resources and compensation analysis firm to review the jobs of each executive in the OCA organizational chart to create a job architecture that defines job levels for each position. The job evaluation will focus on the scope of each job: knowledge/qualifications, problem solving, scope, and accountability required for each job and use this as the basis to define job levels. Pain points this evaluation will required to address include:
• Disruption of job relativities and internal equity gaps
• Overpayment based on perceived market value instead of objectively measured value to the County
• Bias regarding complexity drivers for different types of jobs that contributes to gender pay gaps
The firm will be requested to correlate pay to job size/scope to determine the level of internal equity (e.g., by gender, ethnicity, education, and seniority).
If approved, OCA will keep the Court Chiefs of Staff apprised of the progress of this review which will be required to be completed within six weeks of contract execution. OCA will present results to Commissioners Court in June 2024. Based on those results, Commissioners Court may decide to implement changes immediately, as part of the new fiscal year budget, in tandem with implementation of pay equity study results for the County’s employees earning less than $51,000/year (salary grades 1-11), or at any other time the Court determines appropriate.
Expected Impact:
The values of the subject jobs will be established in an objective manner using a system that is successfully used across public and private entities for executive jobs.
Alternative Options:
Commissioners Court can choose to wait for the work to be done under the RFP that recently closed and is under evaluation. That work will take months longer to complete.
Alignment with Goal(s):
_ Justice and Safety
_ Economic Opportunity
_ Housing
_ Public Health
_ Transportation
_ Flooding
_ Environment
X Governance and Customer Service
Prior Court Action (if any):
|
Date |
Agenda Item # |
Action Taken |
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1/30/2024 |
383 |
HCTRA Executive Director reclassified to Executive Director V |
Location:
Address (if applicable):
Precinct(s): Choose an item.
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Fiscal and Personnel Summary |
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Personnel (Fill out section only if requesting new PCNs) |
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Current Position Count for Service |
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Total Personnel |
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Anticipated Court Date: March 26, 2024
Anticipated Implementation Date (if different from Court date):
Emergency/Disaster Recovery Note: Not an emergency, disaster, or COVID-19 related item
Contact(s) name, title, department: Diana Ramirez, County Administrator
Attachments (if applicable):