| Accounting/Finance jobs |
|
|
|
|
|
|
|
|
|
|
| The
employees in most of these jobs are paid above the 50th percentile of market
average pay for equivalent jobs currently. Their pay falls below the 75th
percentile of market pay by 6 to 17%. The present Town ranges for these jobs
fall below both the 50th percentile market average range and the 75th
percentile of market ranges by 11 to 20%. To align the ranges of these jobs
with the 75th percentile of ranges, changes in grade and pay are recommended
as shown below. Special pay adjustments are recommended for employees in
these jobs whose pay will still fall more than 5% below the midpoint of the
new range after the Town-wide range, step and performance increases are
granted.The dollar amount required to do this is shown in the last column. |
| Town of
Chapel Hill Pay Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job
Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of
Positions |
Actual |
Salary after range and
merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal
compararatio |
Actual +Additonal % |
Cost of
Special Adjustment |
| Accounting
Services Manager |
10% |
-6% |
-6% |
-20% |
40 |
42 |
1 |
58526 |
61,908.80 |
58,096.14 |
1.07 |
|
|
|
| Accountant |
-10% |
-14% |
-14% |
-16% |
35 |
38 |
2 |
43447 |
45,958.24 |
47,797.20 |
0.96 |
|
|
|
| Accounting Technician |
6% |
-17% |
6% |
-11% |
29 |
31 |
1 |
29104 |
30,786.21 |
33,967.02 |
0.91 |
0.96 |
32,479.45 |
1,693 |
| Administrative Analyst |
24% |
5% |
14% |
4% |
- |
|
1 |
|
|
|
|
|
|
|
| Accounts Payable
Technician |
|
|
Not Surveyed, internal comparison |
|
31 |
33 |
1 |
30919 |
32,706.12 |
37,449.30 |
0.87 |
0.95 |
35,649.67 |
2,944 |
| Payroll Technician |
|
|
Not Surveyed, internal comparison |
|
31 |
33 |
1 |
31872 |
33,714.20 |
37,449.30 |
0.90 |
0.95 |
35,399.91 |
1,686 |
| Office/Administrative
Support |
|
|
|
|
|
|
|
|
|
|
| The
employees in these jobs are generally paid above the 50th percentile market
average for pay in surveyed jobs. The Town ranges are also above the 75th
percentile for ranges of surveyed jobs.No changes are recommended beyond the
Town-wide range, step and performance recommendations as these would be
sufficient to maintain a competitive market position for this group. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Revenue Collector |
71% |
67% |
35% |
26% |
|
|
|
|
|
|
|
|
|
|
| Executive Assistant |
10% |
3% |
14% |
4% |
|
|
|
|
|
|
|
|
|
|
| Sec/Receptionist-Administrative
Clerk |
2% |
-2% |
10% |
2% |
|
|
|
|
|
|
|
|
|
|
| Library Assistant I |
16% |
5% |
9% |
5% |
|
|
|
|
|
|
|
|
|
|
| Information
Technology |
|
|
|
|
|
|
|
|
|
|
| The Town pay for the Network
Telecommunications Analyst position falls below the 50th percentile market
average pay and the 75th percentile of pay of surveyed jobs, and the Town
range for this job also falls below the average range for equivalent jobs surveyed.
The others in this group have current Town ranges which fall at or near the
75th percentile of ranges surveyed. A change of job grade as shown and a special pay adjustment is recommended for
the Network Telecommunications Analyst to bring pay and range into
competitive position with the 75th
percentile of ranges surveyed. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Network Administrator |
14% |
-5% |
16% |
0% |
|
|
|
|
|
|
|
|
|
|
| Network Telecommunications
Analyst |
-8% |
-15% |
-8% |
-10% |
41 |
43 |
1 |
54245 |
57,380.36 |
61,000.08 |
0.94 |
0.96 |
58,527.97 |
1,148 |
| Help Desk Administrator |
20% |
-15% |
32% |
-1% |
|
|
|
|
|
|
|
|
|
|
| Senior Information
Technology Analyst |
not surveyed, internal comparison |
39 |
40 |
1 |
|
|
|
|
|
|
|
| ADMINISTRATIVE PROFESSIONAL |
|
|
|
|
|
|
|
|
|
|
| The current pay for Crisis
Counselor is above the 50th percentile market average pay and above the 75th
percentile pay of surveyed equivalent jobs, and the Town range for this job
is above the surveyed ranges at the 50th %ile market average and at the 75th
percentile of ranges. Crisis Counselor is a difficult job to survey, as
equivalent positions are difficult to find, so this data may not be a good
match for the full scope of these positions. The Human Resources specialist
is below the 50th percentile market average and the 75th percentile in both
average pay and ranges surveyed. A change in grade and a special pay
adjustment are recommended for the Human Resources Specialist job to place
this job at the 75th percentile of ranges surveyed. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Human Resources Specialist |
-3% |
-21% |
-3% |
-13% |
33 |
35 |
1 |
35378 |
37,422.85 |
41,287.56 |
0.91 |
0.95 |
39,293.99 |
1,871 |
| Librarian Supervisor |
4% |
4% |
25% |
25% |
|
|
|
|
0.00 |
|
#DIV/0! |
|
|
0 |
| Crisis Counselor |
32% |
21% |
19% |
19% |
|
|
|
|
|
|
|
|
|
|
| TECHNICAL PROFESSIONAL |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
| The average
pay for employees in this group of jobs currently falls above the 50th
percentile market average for equivalent jobs surveyed. The pay of the
majority of these employees is below the 75th percentile of pay surveyed. The
majority of Town ranges fall below the market average of ranges surveyed, and
all Town ranges fall below the 75th percentile of ranges surveyed. Grade
changes for Building Inspector class,Building Inspector III and the closely
related jobs of Code Enforcement Officer and Senior Code Enforcement Officer
are recommended as shown. No special pay adjustments are recommended, as pay
of current employees will be at appropriate levels if Town-wide range, step
and performance increases are approved as requested. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Building Inspector Senior |
1% |
3% |
-7% |
-11% |
35 |
37 |
4 |
42088 |
44,520.69 |
45,518.52 |
0.98 |
|
|
|
| Building
Inspector |
not
surveyed-internal relationship |
33 |
35 |
1 |
|
|
|
|
|
|
|
| Code Enforcement Officer |
not
surveyed-internal relationship |
33 |
35 |
1 |
|
|
|
|
|
|
|
| Senior Code Enforcement
Officer |
not
surveyed-internal relationship |
35 |
37 |
1 |
|
|
|
|
|
|
|
| Engineer |
1% |
-9% |
1% |
-1% |
|
|
|
|
|
|
|
|
|
|
| Recreation Specialist II |
6% |
-2% |
12% |
-2% |
|
|
|
|
|
|
|
|
|
|
| Senior Planner |
-11% |
-12% |
-1% |
-1% |
|
|
|
|
|
|
|
|
|
|
| PUBLIC SAFETY |
|
|
|
|
|
|
|
|
|
|
| The
pay of this group of Town employees is mixed in terms of market average pay
surveyed. The pay of all Town employees in this group of jobs falls below the
75th percentile of pay surveyed. All Town ranges for these jobs fall below
surveyed ranges at both the 50th percentile market average and the 75th
percentile. Grade changes are recommended as shown to bring ranges near 75th
percentile of ranges survyed.Special pay adjustments are recommended for
employees in the job classes where current average pay falls below a .95
compa-ratio with the new range. In addition to the job titles surveyed, grade
changes are recommended for the job titles above them in the class series, to
retain equity in internal relationships between job levels. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Fire Captain |
-3% |
-17% |
-6% |
-6% |
|
|
|
|
|
|
|
|
|
|
| Fire Equipment Operator |
-7% |
-8% |
-11% |
-11% |
34 |
35 |
|
40641 |
42,469.85 |
41,287.56 |
1.03 |
|
|
|
| Firefighter I |
Not
Surveyed, internal comparison |
31 |
32 |
6 |
29883 |
31,610.24 |
35,665.32 |
0.89 |
0.95 |
33,822.95 |
13,276 |
| Master Firefighter |
Not
Surveyed, internal comparison |
33 |
34 |
28 |
34125 |
36,097.43 |
39,321.00 |
0.92 |
0.95 |
37,541.32 |
40,429 |
| Police Lieutenant |
15% |
-3% |
-6% |
-8% |
40 |
41 |
|
|
|
|
|
|
|
|
| Police Officer I |
-4% |
-12% |
-10% |
-11% |
32 |
34 |
10 |
30315 |
32,067.21 |
39,321.00 |
0.82 |
0.95 |
37,197.96 |
51,308 |
| Police Officer II |
2% |
-13% |
-10% |
-12% |
33 |
35 |
31 |
35714 |
37,778.27 |
41,287.56 |
0.92 |
0.95 |
39,289.40 |
46,845 |
| Police Officer III |
Not
Surveyed, internal comparison |
34 |
36 |
|
|
|
|
|
|
|
|
| Police Officer IV |
Not
Surveyed, internal comparison |
35 |
37 |
|
|
|
|
|
|
|
|
| Police Sergeant |
Not Surveyed, internal comparison |
38 |
39 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
| SERVICES AND
TRADES |
|
|
|
|
|
|
|
|
|
|
| The current average pay of the
employees in these jobs is currently above the 50th percentile market average
and, for part of the group, is also above the 75th percentile of pay
surveyed. Town ranges are currently at or above ranges surveyed for all jobs in this group.
No action is recommended on either ranges or employee pay beyond the
Town-wide range,step and performance changes proposed. |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Refuse Collector |
14% |
6% |
7% |
3% |
|
|
|
|
|
|
|
|
|
|
| Solid Waste Equp Op II |
9% |
6% |
27% |
8% |
|
|
|
|
|
|
|
|
|
|
| Transit Operator II |
29% |
29% |
18% |
18% |
|
|
|
|
|
|
|
|
|
|
| Construction Worker
III-Truck Driver |
14% |
12% |
11% |
9% |
|
|
|
|
|
|
|
|
|
|
| Senior Heavy Equipment
Operator |
0% |
-5% |
9% |
2% |
|
|
|
|
|
|
|
|
|
|
| Maintenance Mechanic II |
4% |
-6% |
14% |
2% |
|
|
|
|
|
|
|
|
|
|
| Mechanic II |
-2% |
-5% |
2% |
0% |
|
|
|
|
|
|
|
|
|
|
| Parking Attendant |
26% |
26% |
17% |
17% |
|
|
|
|
|
|
#DIV/0! |
|
|
|
| ADMINISTRATIVE/
SUPERVISORY |
|
|
|
|
|
|
|
|
|
|
| These jobs are currently
significantly below the 50th percentile market average and the 75th
percentile in terms of pay and ranges surveyed.Grade changes are recommended
as shown to place these jobs at the 75th percentile of ranges surveyed.
Significant difficulty has been experienced in recruitment of the Landscape
Operations Superintendant, which remains vacant at this time. Three jobs in
Public Works identified as Internal Comparisons are recommended for grade
change. Pay of current employees after proposed grade, step and performance
increases would be competitive in the new ranges, no special pay adjustments
are proposed . |
| Town of Chapel Hill Pay
Survey |
Comparison of Pay |
Comparison of
Ranges |
|
Recommended
Adjustments |
| Job Title |
Average Town
Pay to Market Average Pay at the 50th %ile |
Average Town
Pay to Market Average Pay at the 75th %ile |
Town Range
Midpoint to Market Range Average Midpoint at the 50th %ile |
Town Range
Midpoint to Market Average Range Midpoint at the 75th %ile |
Actions
Recommended (GRADE CHANGES) FROM TO |
Number of Positions |
Actual |
Salary after range and merit |
New Grade Job Rate |
New Grade Comparatio |
Actual plus addiontal compararatio |
Actual +Additonal % |
Cost of Special Adjustment |
| Landscape Operations
Superintendant |
0% |
0% |
-4% |
-8% |
40 |
43 |
1 |
|
|
|
|
|
|
|
| Landscape Architect/Urban
Forester |
Not
surveyed, internal comparison |
39 |
43 |
1 |
|
|
|
|
|
|
|
| Solid Waste Services
Superintendant |
-24% |
-32% |
-19% |
-24% |
40 |
43 |
1 |
57715 |
60,312.18 |
61,000.08 |
0.99 |
|
|
|
| Internal Services
Superintendant |
-38% |
-40% |
-25% |
-30% |
41 |
44 |
1 |
59958 |
62,656.11 |
61,000.08 |
1.03 |
|
|
|
| Field Operations
Superintendent |
Not surveyed, internal comparison |
|
41 |
44 |
1 |
61038 |
64,566.00 |
64,050.90 |
1.01 |
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|
|