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
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.
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
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.
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

Boone County, Missouri
Clay County, Missouri
Douglas County, Kansas
Jefferson County, Missouri
Johnson County, Iowa
Johnson County, Kansas

Linn County, Iowa
Scott County, Iowa
Sedgwick County, Kansas
Topeka, Kansas
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.
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.
r-v~c~~~ensation Study Results

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
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100,000
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80 ,000
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11
Market Base Salary
~ ~--Linear
(Shawnee County
Base Salary)
- - Linear(MarketBaseSalary)
Shawnee County
Salary Trendline Equation
and R-Square :
60,000 -
~
~
en
. ...
40,000
20 ,000 _,____JL:._~------,----------------------.....J
60,000
80 ,000
120,000
20 ,000
40 ,000
100,000
140,000
Shawnee County Base Salary
~o
:P.
t:
~
c;;~
/ T/
Market Base Salary
y = 0.94x - 2,013 .04

R' = 0.91
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 501h percentile, or median, for each job. CBIZ slotted each position into a grade in the structure
based on the market 501h percentile identified for each benchmark job.
Example:
Salary Grade
Step 20
$24,778
$37,166
2
3
$27,398
$43,837
$31,508
$50,413
The proposed grade assignment for each of the County's jobs is reported in Exhibit 4.
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).
10
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).
11
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.
12
Shawnee County, Kansas

Compensation Study Results
Exhibit 1 -Market Summary
Data Effective July 1, 2016
CBIZ
Code
Annualized
Average Base
261
288
202
144
363
322
154
148
241
199
281
177
152
247
171
262
205
190
344
328
140
142
292
155
188
200
127
119
160
215
146
156
223
198
199,680
196,872
139,048
118,560
127,483
89,606
104,000
97,760
97,469
112,736
82,098
84,989
79,872
84,032
80,083
61,797
97,323
84,989
81,935
76,991
79,872
76,211
84,358
88,171
61,322
80,891
69,992
60,320
77,938
53,560
71,760
65,000
Job Title
MEDICAL DIRECTOR
PHYSICIAN
DISTRICT ATTORNEY
CHIEF DEPUTY DA
DIRECTOR- PUBLIC WORKS/SOLID WASTE
SHERIFF
COUNTY COUNSELOR
CHIEF OF STAFF DA
INFORMATION TECHNOLOGY DIR
DIRECTOR OF ADMIN SERVICES
PARKS & RECREATION DIRECTOR
COUNTY ENGINEER
COUNTY APPRAISER
LHD DIRECTOR
CORRECTIONS DIRECTOR
MID LEVEL PRAC ARNP/PA
ELECTION COMMISSIONER
DEPUTY DIRECTOR- PUBLIC WORKS
UNDERSHERIFF
SR ASSISTANT DISTRICT ATTORNEY
CAPTAIN
CHC DIRECTOR
PLANNING DIRECTOR
COUNTY COUNSELOR I
DEP DIR/SYS/PROG MGR
DIRECTOR OF HUMAN RESOURCES
ASSISTANT DISTRICT ATTORNEY II
APP SUPPORT/PROJECT MGR
COMMUNITY CORRECTIONS DIRECTOR
EXECUTIVE ASSISTANT DA
CHIEF NETWORK ENGINEER
COUNTY TREASURER
GENERAL COUNSEL
DIR FACILITIES MANAGEMENT
Page 1 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
159,144
183,813
110,784
106,386
111,256
99,603
101,288
100,185
94,737
94,620
86,815
91,695
85,471
85,962
84,304
87,688
82,068
89,005
81,263
82,279
84,350
84,311
87,721
81,231
75,609
76,309
73,077
75,457
66,769
71,009
74,875
63,298
73,108
68,991
215,999
205,991
132,324
119,695
115,976
113,239
111,689
110,123
109,570
103,082
103,024
100,721
97,171
96,626
95,567
93,934
93,303
92,781
92,388
90,291
89,243
88,986
88,694
85,847
81,390
80,655
80,027
79,015
78,983
78,945
78,118
77,820
77,262
76,451
289,842
234,712
159,184
137,223
122,665
128,741
124,501
122,497
126,512
115,390
124,099
111,922
110,474
109,491
113,822
101,990
106,076
98,132
105,036
100,372
89,456
95,422
96,264
93,040
90,133
84,527
88,735
84,810
95,561
88,491
83,494
81,815
83,736
81,537

Exhibit 1 - Market Summary
CBIZ
Code
Annualized
Average Base
170
249
197
118
214
128
183
191
282
305
332
150
313
321
333
355
359
158
195
220
298
320
361
117
224
304
227
143
207
217
126
330
295
340
73,001
64,295
70,866
79,893
63,960
60,882
67,205
62,400
76,045
76,045
88,171
83,928
59,218
58,029
63,440
51,210
74,194
54,964
51,210
52,499
55,595
54,517
70,616
51,210
72,384
48,734
59,405
53,131
69,794
62,400
65,562
Job Title
CORRECTIONS DEPUTY DIRECTOR
LIEUTENANT
DIRECTOR OF EMERGENCY MGT
APPLICATION PROGRAMMING MGR
EV PROTECTION DIVISION MGR
ASST DIR CECC
DATABASE ADMINISTRATOR
DEPUTY FINANCIAL ADMINISTRATOR
PARKS DIRECTOR
RECREATION DIRECTOR
SR TECH PROG/ANALYST
CIVIL ENGINEER II
REGISTER OF DEEDS
SERGEANT B
STAFF ATTORNEY DISTRICT COURT
RADIO NETWORK ADMINISTRATOR
FETAL INFANT MORTALITY REVIEW COORDINATC
COMMERCIAL APPRAISAL MGR
DETECTIVE B
FAMILY HEALTH DIVISION MANAGER
PSYCHOLOGIST
SERGEANT A
QUALITY & RISK MANAGEMENT OFFICER
APPLICATIONS DEVELOPER Ill
GIS MAPPING COORDINATOR
ROAD SUPERINTENDENT
DIRECTOR OF GOLF
CHC DIVISION MANAGER
EMERGENCY MGT DEP DIR
FAMILY SERVICE DIVISION MGR
ASSISTANT DISTRICT ATTORNEY I
SR COMM REAL PROP APPRAISER
PARK PLANNER/PROJECT MANAGER
TELECOMMUNICATIONS SPECIALIST
Page 2 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
68,883
69,767
66,004
69,677
67,536
64,439
68,042
68,829
63,706
63,706
68,707
64,467
63,937
61,803
64,003
62,804
64,190
64,067
62,088
60,644
62,536
58,748
62,013
59,881
55,958
62,074
61,144
59,992
63,424
58,157
57,887
57,150
58,355
56,305
76,191
75,114
75,040
74,999
74,804
73,260
72,837
72,779
72,427
72,427
71,779
71,146
71,115
70,263
69,711
69,326
68,671
68,222
67,491
67,271
66,816
66,791
66,557
66,034
65,788
65,661
64,967
64,004
63,697
63,650
63,216
62,859
62,534
62,073
85,165
75,472
85,312
82,408
83,688
83,290
77,118
82,616
82,343
82,343
78,604
79,410
79,852
79,882
77,006
77,306
74,541
74,208
68,167
75,281
72,869
75,935
72,961
73,592
76,584
70,154
70,421
68,744
63,970
70,878
69,959
69,927
68,464
69,239

CBIZ
Code
Annualized
Average Base
147
172
231
105
116
174
219
145
178
274
129
230
316
299
350
162
357
315
194
310
354
283
149
303
123
192
193
210
213
132
189
251
353
141
46,384
57,959
50,683
50,989
45,859
48,474
42,016
59,987
55,162
51,979
58,718
48,734
44,710
58,614
56,534
62,400
65,562
49,150
48,734
46,773
60,882
55,162
53,810
51,210
46,384
37,617
60,882
51,210
56,160
45,261
49,962
55,162
Job Title
CHIEF OF POLICE-PARKS
CORRECTIONS DIVISION MANAGER
HEALTH SERVICES TEAM LEADER
ACCOUNTANT II
APPLICATIONS DEVELOPER II
CORRECTIONS UNIT SUPERVISOR
FLEET SERVICES SUPERVISOR
CHIEF INVESTIGATOR
COUNTY SURVEYOR
P&R ADMININSTRATION SUPERVISOR
ASSISTANT ELECTION COMMISSONER
HLH INFO MGT SYSTEMS MGR
RN
PUBLIC HLTH EDUCATOR
EQUIP FLEET SUPERVISOR
COMMUNICATIONS FLOOR SUPER
RECREATION SUPERINTENDENT
RESIDENTIAL SUPERVISOR
DETECTIVE A
RECREATION SUPERVISOR
OUTDOOR ADVENTURE SUPERINTENDENT
PATROLMAN
CHLDCARE LIC TEAM LEADER
PUBLIC WORKS AUTO MECHANIC SUPVISOR
APPRAISER Ill
DEPUTY TREASURER
DEPUTY TREASURER MV
EPCO SPECIALIST
ENVIRONMENTAL HEALTH SPEC II
ASSISTANT ROAD SUPERVISOR
DEPUTY CHIEF OF STAFF
MAINT MANAGER
GREEN SPACES AND LAND SUPERINTENDENT
COMMERCIAL REAL PROPERTY SPEC
Page 3 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
61,035
59,384
57,066
55,185
55,097
57,120
53,651
55,162
53,257
51,723
55,422
54,829
55,005
53,918
54,479
54,262
53,128
52,599
52,774
51,973
51,973
55,487
53,016
50,000
50,479
52,048
52,048
49,547
52,826
51,864
51,082
50,134
50,441
50,632
62,064
61,968
61,356
59,759
59,730
59,539
59,224
58,878
58,807
58,804
58,747
58,674
58,547
58,323
58,206
57,998
57,960
57,747
57,368
56,700
56,700
56,422
56,250
55,626
55,604
54,978
54,978
54,850
54,786
54,509
54,341
53,925
53,592
53,245
63,092
65,368
66,993
65,211
64,824
62,706
66,084
64,267
65,637
66,854
62,893
64,165
62,280
63,731
63,549
61,733
62,793
64,186
57,942
61,427
61,427
57,356
61,011
62,367
61,941
59,321
59,321
61,319
57,413
59,882
59,143
58,611
58,178
56,620

CBIZ
Code
Annualized
Average Base
272
196
285
289
131
334
137
280
349
163
240
329
234
336
115
228
312
173
218
257
301
309
275
112
208
226
108
104
130
236
356
179
358
209
42,869
46,604
60,882
51,210
61,350
59,405
52,499
51,526
51,210
41,376
43,438
40,997
50,346
46,613
37,128
53,872
39,630
37,128
40,997
40,570
44,730
43,077
39,998
42,016
42,650
49,847
50,726
47,549
42,016
33,353
41,132
54,579
35,027
Job Title
OFFICE MANAGER II
DIETICIAN
PAYROLL OFFICER
PUBLIC INFO OFFICER HA
ASSISTANT NETWORK ADMIN
APPRAISAL SUPPORT SERVICES MANAGER
BRIDGE SUPERVISOR
PARK SUPERVISOR
ZONING ADMINISTRATOR
COMMUNICATIONS SHIFT SUPER
INTENSIVE SUPV PROB OFFICER
SR COMMUNICATIONS SYSTEM ENGR
HR/LABOR REL TNS OFFR
SOCIAL WORK TEAM LEADER
APPLICATIONS DEVELOPER I
HHW FACILITY MANAGER
REFUSE COLLECTOR SUPERVISOR
CORRECTIONS LINE SUPERVISOR
FIXED ASSET MANAGER
MECHANIC SUPERVISOR
PURCHASING SPECIALIST II
RECREATION PROGRAM SUPERVISOR
PARALEGAL
AMBULANCE COMPLIANCE OFFICER
EMERGENCY MGT PLANNER
GOLF COURSE SUPERINTENDENT
ADMINISTRATIVE OFFICER
ACCOUNTANT I
ASSISTANT EQUIP FLEET SUPERVISOR
HEALTH PROMOTION COORDINATOR
COMMUNICATIONS AND PUBLIC INFORMATION Sl
CREW LEADER
BCC OFFICE ADMINISTRATOR
ENGINEER TECHNICIAN
Page 4 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
47,571
49,278
49,663
49,390
49,721
49,342
50,174
51,039
47,687
48,550
48,747
48,742
48,721
49,447
48,585
48,411
47,502
49,148
47,691
45,818
47,480
46,198
45,675
47,341
45,298
47,331
46,539
46,121
46,307
44,545
45,944
47,169
45,765
45,946
53,222
52,940
52,758
52,616
52,509
52,490
52,455
52,343
52,261
51,893
51,858
51,786
51,763
51,688
51,614
51,526
51,450
50,976
50,839
50,550
50,413
50,400
50,261
50,038
50,022
50,007
49,928
49,734
49,475
49,146
48,945
48,812
48,521
48,338
54,494
57,760
57,270
57,335
55,995
57,129
57,634
56,585
57,991
55,235
56,443
56,228
56,204
55,128
56,038
55,684
56,628
53,355
55,421
53,407
54,712
54,602
55,980
54,026
52,733
54,041
52,896
54,080
54,017
54,700
53,335
50,931
52,589
50,898

CBIZ
Code
Annualized
Average Base
324
279
291
232
351
138
122
331
264
166
161
110
238
216
233
341
338
294
318
323
245
221
273
201
248
184
135
297
258
212
271
337
120
180
50,097
35,776
35,786
36,490
44,158
43,077
37,700
42,016
45,781
39,998
35,360
39,021
36,348
38,542
39,998
34,070
31,782
39,926
39,021
40,997
39,021
55,162
43,638
49,395
32,952
37,107
32,323
54,434
40,997
40,518
Job Title
SOCIAL WORKER
PARK POLICE
PARK MECHANIC LEADWORKER
HORTICULTURIST
ELECTRICIAN
BUSINESS SERVICES MANAGER
APPRAISER II
SR INVESTIGATOR
MOTOR VEHICLE QA SPECIALIST
CODE COMPLIANCE OFFICER
COMMUNICATIONS ENGINEER
ADMINISTRATION TEAM LEADER
INVESTIGATOR
EXECUTIVE SECRETARY
HR SPECIALIST II
TRAFFIC REGULATOR
SOCIAL WORKER-MSW
PROGRAM COORDINATOR
ROLL-OFF TRUCK DRIVER
SIDE LOAD TRUCK DRIVER
LEGAL ASSISTANT Ill
FORESTER
OUTREACH AND ENROLLMENT COORD
DIR OF VOTER SERVICES
LHD SUPPORT SPECIALIST
DA ADMINISTRATIVE ASSISTANT
BUILDING SUPERVISOR
PERSONAL COMPUTER TECHNICIAN
MECHANIC-PUBLIC WORKS
ENVIRONMENTAL HEALTH SPEC I
OFFICE MANAGER I
SOCIAL WORKER-SSW
APPLICATIONS SYSTEMS TECH
COURT TECH SUPPORT SPECIALIST
Page 5 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
46,299
47,164
46,911
44,743
45,225
44,419
45,296
44,315
41,427
44,652
44,413
42,530
43,234
42,556
44,958
44,202
42,768
44,030
43,924
43,924
42,148
43,565
46,013
43,378
42,966
42,959
42,602
43,016
42,033
39,974
36,063
42,927
42,057
42,057
48,070
47,958
47,809
47,748
47,695
47,253
47,199
47,144
47,099
47,083
46,991
46,880
46,633
46,627
46,622
46,588
46,564
46,435
46,345
46,345
46,329
46,250
46,055
45,915
45,719
45,663
45,343
45,263
45,204
44,600
44,571
44,546
44,510
44,510
51,065
48,753
49,323
52,098
51,390
51,429
49,763
51,312
53,546
50,728
50,829
52,255
49,091
51,723
50,089
50,173
51,286
48,841
46,611
46,611
51,548
50,180
46,097
49,699
49,413
49,667
49,002
51,270
49,886
49,772
47,546
47,307
48,184
48,184

CBIZ
Code
360
225
222
284
259
206
165
242
109
255
343
211
134
250
121
125
293
308
187
244
326
335
278
103
346
106
175
164
290
256
362
260
307
114
Annualized
Average Base
48,734
35,090
34,486
36,036
43,077
32,598
41,246
39,322
43,805
30,450
38,376
30,472
35,624
37,952
40,997
39,998
37,593
34,861
33,592
47,216
39,333
29,065
32,032
42,016
33,654
31,635
36,016
40,588
30,035
42,016
39,874
51,210
Job Title
COMPLIANCE/QUALITY MANAGEMENT SPECIALIS
GIS TECHNICIAN
FRONT LOAD TRUCK DRIVER
PAYROLL ASSISTANT
MECHANIC-REFUSE
ELECTION SYSTEMS SPECIALIST
COMMUNICATIONS SPECIALIST II
LEAD CORRECTIONS SPECIALIST
ADMINISTRATIVE SPECIALIST
MAINTENANCE TECH CREW LEADER- HEALTH
TRUCK DRIVER
EQUIPMENT OPERATOR
AUTO MECHANIC
LPN
APPRAISER I
ASSISTANT BUSINESS SERVICES MGR
PR AP SUPERVISOR
RECREATION PROGRAMMER
DAYCARE LICENSING SURVEYOR
LEGAL ASSISTANT II
SPECIAL ASSISTANT TO SHERIFF
SURVEYOR ASSISTANT
MECHANIC-PARK
ACCOUNTING ASSOCIATE
VOLUNTEER SERVICES COORD
ACCOUNTING SPECIALIST I
CORRECTIONS SPECIALIST
COMMUNICATIONS SPECIALIST I
PARK MAINTENANCE LEADWORKER
MAINTENANCE TECHNICIAN II -HEALTH
MAINTENANCE TECHNICIAN II -CORRECTIONS
MEDICAL CODING SPECIALIST
RECREATION PROGRAM COORDINATOR
ANIMAL CONTROL OFFICER II
Page 6 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
41,900
41,537
41,269
36,930
40,156
40,490
38,977
39,456
40,783
39,097
40,232
39,759
41,056
38,532
39,997
40,266
39,828
36,815
39,186
39,144
37,734
37,921
37,819
37,759
35,001
37,164
36,857
37,882
35,529
36,820
36,820
37,101
35,371
34,328
44,455
44,434
44,123
43,429
43,267
43,192
43,162
43,151
43,132
43,001
42,961
42,873
42,715
42,526
42,475
42,449
41,970
41,856
41,576
41,161
40,827
40,801
40,425
39,954
39,793
39,543
39,340
39,276
39,247
39,180
39,180
39,120
39,108
39,028
48,218
50,116
46,395
46,541
47,514
49,806
48,151
47,228
47,788
47,698
45,086
45,551
45,700
46,729
44,701
45,359
44,833
47,586
45,095
44,595
44,958
44,650
43,601
41,890
45,240
41,713
42,224
41,516
41,067
42,343
42,343
41,571
43,577
44,371

CBIZ
Code
Annualized
Average Base
345
325
276
300
243
252
348
253
229
306
270
102
347
339
246
111
269
342
107
352
204
317
203
113
151
296
136
101
159
314
157
237
287
267
29,380
28,966
34,278
34,091
25,548
30,919
31,970
33,033
26,333
26,738
21,029
28,439
32,843
26,936
24,398
34,486
31,223
36,213
37,825
33,654
34,320
28,640
34,320
30,222
22,845
36,213
29,427
25,763
28,538
30,670
27,770
29,494
28,621
24,291
Job Title
VICTIM/WITNESS SPEC
SPANISH TRANSLATOR
PARK MAINTENANCE TECHNICIAN
PURCHASING SPECIALIST I
LEGAL ASSISTANT I
MAINTENANCE TECHNICIAN I -FACILITIES
WELDER-REFUSE
MAINTENANCE TECHNICIAN I -CORRECTIONS
HHW SPEC
RECREATION LEADER
OFFICE ASSISTANT/GRANTS SPEC
ACCOUNT CLERK Ill
VOTER SERVICES ASSISTANT
TECHNICAL APPLICATION SPEC
LEGAL SECRETARY
ADMIN/CREDENTIALING SPECIALIST
OAIII
TRANSPORTATION SPECIALIST
ADMINISTRATIVE ASSISTANT
ASSISTANT ELECTION SYSTEMS SPECIALIST
DIVISION SUPERVISOR DA
ROAD MAINTENANCE
DIVERSION COORDINATOR
ANIMAL CONTROL OFFICER I
CLINICAL MEDICAL ASSISTANT
PROPERTY TECHNICIAN
BRIDGE MAINTENANCE
ACCOUNT CLERK II
COMMERCIAL CONTAINER MAINT
RESIDENTIAL CONTAINER MAINT
COLLECTOR
INVENTORY SPECIALIST
PROGRAM MEDICAL ASSISTANT
OAII
Page 7 of 8
25th Percentile
Market Base Salary

50th Percentile
75th Percentile
36,348
36,403
33,834
34,222
34,154
35,742
34,526
34,279
33,544
32,317
33,589
33,183
33,967
33,265
33,954
32,693
34,132
32,613
31,649
32,684
32,508
31,296
32,098
29,851
30,929
31,454
30,488
30,618
29,905
29,905
29,911
29,428
28,704
28,789
38,394
38,313
38,121
37,729
37,559
37,461
37,438
36,831
35,961
35,684
35,568
35,312
35,311
35,285
35,217
35,194
35,187
35,176
35,044
35,006
34,640
33,961
33,958
33,937
33,820
33,487
32,863
32,581
32,077
32,077
31,719
31,381
30,763
30,414
40,869
41,226
41,198
41,956
41,802
40,029
41,230
39,867
39,141
39,771
39,687
36,751
36,989
38,321
36,838
38,512
38,612
38,590
37,937
41,793
37,535
36,946
36,534
38,583
36,195
36,279
35,980
33,877
34,969
34,969
34,148
33,999
33,542
33,451

CBIZ
Code
Annualized
Average Base
186
181
100
124
133
266
277
182
139
185
235
176
265
153
168
169
239
254
268
286
311
327
30,160
21,790
19,698
32,032
30,160
20,814
29,660
29,049
28,288
22,880
25,459
61,797
53,040
42,994
48,776
53,391
69,753
79,893
31,312
30,472
43,077
43,326
25th Percentile
Job Title
28,102
26,214
27,846
27,351
26,748
26,023
25,280
25,259
25,125
25,291
24,094
DA RECEPTIONIST II
CUSTODIAN-CORRECTIONS
ACCOUNT CLERK I
ASSISTANT ACCREDITATION MGR
ASST DIVERSION COORDINATOR
OAI
PARK MAINTENANCE WORKER
CIVILIAN PROCESS SERVER
CADASTRAL MAPPING SPEC TRAINEE
DA RECEPTIONIST I
HEALTHY START HOME VISITOR
COUNTY CLERK
NOXIOUS WEEDS DIRECTOR
COUNTY COMMISSIONER
CORPORAL A
CORPORALS
ISP DIVISION MANAGER
MAJOR
OA II SPECIAL DEPUTY
PESTICIDE APPLICATOR
RECYCLING MANAGER
SUPPORT SERVICES MANAGER
Page 8 of 8
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!'
, ....
Shawnee County Base Salary
Market Base Salary
co
(/)
Q)
100,000
/ / .
U)
co
co
co
:::::1
Linear (Shawnee County

Base Salary)
Linear (Market Base Salary)
c::::
c::::
<(
co
80,000
...
:::::1
( .)
Shawnee County
Salary Trendline Equation
and R-Square:
<(
>-
c::::
:::::1
(.)
Q)
Q)
60,000
'+
c::::
3:
co
.s::::
(/)
40 ,000
20,000
20,000
...
40,000
60,000
80,000
=0.94x- 2,013.04
R =0.91
100,000
Market Base Salary

Page 1 of 1
120,000
140,000

Exhibit 4 -Job List by Grade
Proposed
Grade Job Title
Proe_osed Stee_s (Annual)

11
10
12
13
14
15
16
17
18
19
20
124,342
127,442
130,624
133,890
137,238
140,670
144,186
147,784
151,486
155,272
110,261
113,027
115,856
118,747
121,722
124,758
127,878
131,082
134,368
137,738
141,190
97,781
100,235
102,731
105,290
107,931
110,635
113,402
116,230
119,142
122,117
125,174
128,294
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
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
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
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
97,115
99,549
102,045
104,603
107,224
109,907
112,653
115,461
118,352
121,306
90,501
92,768
95,098
97,469
99,902
102,398
104,957
107,578
82,264
84,323
86,424
88,587
90,792
93,059
95,389
74,797
76,669
78,582
80,538
82,555
84,614
67,995
69,701
71,448
73,237
75,067
63,045
64,626
66,248
67,912
57,304
58,739
60,216
61,714
General Schedule
25
DISTRICT ATTORNEY
24
23
22
21
20
19
88,296
CHIEF DEPUTY DA
CHIEF OF STAFF DA
COUNTY COUNSELOR
INFORMATION TECHNOLOGY DIR
SHERIFF
80,267
CORRECTIONS DIRECTOR
COUNTY ENGINEER
DIRECTOR OF ADMIN SERVICES
PARKS & RECREATION DIRECTOR
72,966
COUNTY APPRAISER
DEPUTY DIRECTOR - PUBLIC WORKS
ELECTION COMMISSIONER
LHD DIRECTOR
MID LEVEL PRAC ARNP/PA
UNDERSHERIFF
66,331
CHC DIRECTOR
COUNTY COUNSELOR I
PLANNING DIRECTOR
SRASSISTANT DISTRICT ATTORNEY
61,506
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
55,910
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/ANALYST
Page 1 of 14

Exhibit 4- Job List by Grade
Proposed
Grade Job Title
18
17
16
15
52,021
53,331
54,662
56,035
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
52,104
48,381
49,587
50,835
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
47,278
45,011
46,134
48,464
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 ADMININSTRATION SUPERVISOR
RECREATION SUPERINTENDENT
RESIDENTIAL SUPERVISOR
42,723
43,784
44,886
46,010
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
Proe_osed Stee_s (Annuall

10
11
----
12
13
14
15
16
17
18
19
20
66,602
68,266
69,971
71,718
73,507
75,338
77,230
79,165
81,141
83,179
60,424
61,942
63,482
65,062
66,685
68,349
70,054
71,802
73,590
75,421
77,314
54,829
56,202
57,616
59,051
60,528
62,046
63,606
65,187
66,810
68,474
70,179
71,926
52,062
53,373
54,704
56,077
57,470
58,906
60,382
61,901
63,440
65,021
66,643
68,307
57,429
58,864
60,341
61,859
63,398
64,979
53,414
54,746
56,118
57,512
58,947
49,670
50,918
52,187
53,498
47,154
48,339
49,546
50,794
Page 2 of 14

Proposed
Grade Job Title
Proe.osed Stees (Annuall

10
11
42,806
43,867
44,970
46,093
47,237
48,422
49,629
39,811
40,810
41,829
42,869
43,950
45,053
46,176
12
13
14
15
16
17
18
19
20
50,877
52,146
53,456
54,787
56,160
57,574
59,010
60,486
62,005
63,565
47,341
48,526
49,733
50,981
52,250
53,560
54,891
56,264
57,678
59,114
RECREATION SUPERVISOR
14
13
39,749
40,747
41,766
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 RELTNS 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
36,962
37,877
38,834
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
Grade Job Title
12
11
10
34,382
35,235
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
31,990
32,781
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
30,389
30,992
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
28,933
29,515
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
Proe.osed Steps (Annual)

10
11
12
13
14
15
16
17
18
19
20
43,992
45,094
46,218
47,382
48,568
49,774
51,022
52,291
53,602
54,933
39,915
40,914
41,933
42,973
44,054
45,157
46,280
47,445
48,630
49,837
51,085
35,610
36,317
37,045
37,794
38,542
39,312
40,102
40,914
41,725
42,557
43,410
44,283
33,904
34,590
35,277
35,984
36,712
37,440
38,189
38,958
39,728
40,518
41,330
42,162
36,109
37,003
37,918
38,875
39,853
40,851
41,870
42,910
33,592
34,424
35,277
36,150
37,045
37,981
38,938
31,616
32,240
32,885
33,550
34,216
34,902
30,098
30,701
31,325
31,949
32,594
33,238
Page 4 of 14

Proposed
Grade Job Title
Proe.osed Stees (Annual)

10
11
27,560
28,122
28,683
29,266
29,848
30,451
31,054
31,678
32,302
32,947
24,315
24,794
25,293
25,792
26,312
26,832
27,373
27,914
28,475
23,150
ASSISTANT ACCREDITATION MGR
ASST DIVERSION COORDINATOR
22,048
DA RECEPTIONIST I
23,608
24,086
24,565
25,064
25,563
26,083
26,603
22,485
22,942
23,400
23,878
24,357
24,835
25,334
12
13
14
15
16
17
18
19
20
33,613
34,278
34,965
35,672
36,379
37,107
37,856
38,605
39,374
40,165
29,037
29,619
30,202
30,805
31,429
32,053
32,698
33,342
34,008
34,694
35,381
27,144
27,685
28,246
28,808
29,390
29,973
30,576
31,179
31,803
32,448
33,093
33,758
25,834
26,354
26,874
27,414
27,955
28,517
29,078
29,661
30,264
30,867
31,491
32,115
ANIMAL CONTROL OFFICER I

DIVERSION COORDINATOR
DIVISION SUPERVISOR DA
PROPERTY TECHNICIAN
5
DA RECEPTIONIST II
4
Page 5 of 14

Proposed
Grade Job Title
Proe_osed Stee_s (Annuall

10
11
12
13
14
15
16
17
18
19
20
86,778
88,504
90,272
92,082
93,933
95,805
97,718
99,674
101,670
103,709
80,995
82,618
84,261
85,946
87,672
89,419
91,208
93,038
94,890
96,782
98,717
75,650
77,168
78,707
80,288
81,890
83,533
85,197
86,902
88,650
90,418
92,227
94,078
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
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
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
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
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
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
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
71,178
72,592
74,048
75,525
77,043
78,582
80,163
81,765
83,408
85,072
67,787
69,139
70,512
71,926
73,362
74,838
76,336
77,854
79,414
64,563
65,853
67,163
68,515
69,888
71,282
72,717
74,173
58,552
59,717
60,902
62,130
63,378
64,646
65,936
55,765
56,888
58,032
59,197
60,382
61,589
53,102
54,163
55,245
56,347
57,470
50,565
51,584
52,624
53,685
48,152
49,109
50,086
45,864
46,779
41,600
42,432
Sheriff Schedule
SH-12
MAJOR
SH-11
CAPTAIN
SH-10
LIEUTENANT
SH-8
SERGEANT B
SH-7
SERGEANT A
SH-6
DETECTIVE B
SH-5
DETECTIVE A
SH-4
CORPORALS
SH-3
CORPORAL A
SH-1
PATROLMAN
Page 6 of 14

Exhibit 4 - Job List by Grade
Proposed
Grade Job Title
10
11
12
13
14
15
16
17
18
19
20
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
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
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
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
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
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
Public Works Schedule

PW-9
CREW LEADER
ENGINEER TECHNICIAN
PW-8
CODE COMPLIANCE OFFICER
MECHANIC-PUBLIC WORKS
TRAFFIC REGULATOR
PW-7
EQUIPMENT OPERATOR
PW-6
SURVEYOR ASSISTANT
PW-4
BRIDGE MAINTENANCE
ROAD MAINTENANCE
PW-3
INVENTORY SPECIALIST
Page 7 of 14

Proposed
Grade Job Title
Proe_osed Stees (Annual)
10
11
12
13
14
15
16
17
18
19
20
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
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
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
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
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
Clerical Schedule
C-8
ACCOUNT CLERK Ill
OAIII
C-7
ACCOUNT CLERK II
C-6
OAII
OA II SPECIAL DEPUTY
C-5
ACCOUNT CLERK I
C-4
21,674
CADASTRAL MAPPING SPEC TRAINEE
CIVILIAN PROCESS SERVER
OAI
Page 8 of 14

Proposed
Grade Job Title

10
11
12
13
14
15
16
17
18
19
20
42,078
42,910
43,763
44,637
45,531
46,446
47,382
48,339
49,296
50,274
38,542
39,312
40,102
40,914
41,725
42,557
43,410
44,283
45,178
46,072
46,987
32,864
33,530
34,195
34,882
35,589
36,296
37,024
37,773
38,522
39,291
40,082
40,893
27,664
28,226
28,787
29,370
29,952
30,555
31,158
31,782
32,427
33,072
33,738
34,403
35,901
36,629
37,357
38,106
38,875
39,645
40,435
41,246
33,550
34,216
34,902
35,610
36,317
37,045
37,794
29,182
29,765
30,368
30,971
31,595
32,219
24,544
25,043
25,542
26,062
26,582
27,123
Corrections Schedule
COR-6
COR-5
COR-4
COR-2
34,507
35,194
LEAD CORRECTIONS SPECIALIST
32,240
32,885
CORRECTIONS SPECIALIST
MAINTENANCE TECHNICIAN II - CORRECTIONS
28,038
28,600
MAINTENANCE TECHNICIAN I - CORRECTIONS
23,587
24,066
CUSTODIAN-CORRECTIONS
Page 9 of 14

Proposed
Grade Job Title
10
11
12
13
14
15
16
17
18
19
20
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
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
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
27,518
COMMERCIAL CONTAINER MAINT
RESIDENTIAL CONTAINER MAINT
26,208
COLLECTOR
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
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
Solid Waste Schedule

SW-7
FRONT LOAD TRUCK DRIVER
ROLL-OFF TRUCK DRIVER
SIDE LOAD TRUCK DRIVER
SW-6
MECHANIC-REFUSE
TRUCK DRIVER
SW-4
HHWSPEC
WELDER-REFUSE
SW-3
SW-2
Page 10 of 14

Proposed
Grade Job Title
Proe.osed Stees (Annual)

10
11
35,006
35,714
36,421
37,149
37,898
38,646
39,416
40,206
41,018
32,573
33,218
33,883
34,570
35,256
35,963
36,691
37,419
38,168
12
13
14
15
16
17
18
19
20
41,829
42,661
43,514
44,387
45,282
46,197
47,112
48,048
49,005
49,982
38,938
39,707
40,498
41,309
42,141
42,994
43,846
44,720
45,614
46,530
Communications Schedule
COM-2
COM-1
34,323
COMMUNICATIONS SPECIALIST II
31,928
COMMUNICATIONS SPECIALIST I
Page 11 of 14

Proposed
Grade Job Title
10
11
12
13
14
15
16
17
18
19
20
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
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
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
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
Pi!rks Schedule
PK-6
PK-5
PK-4
PK-1
38,834
PARK MECHANIC LEADWORKER
34,674
MECHANIC-PARK
PARK MAINTENANCE LEADWORKER
30,950
PARK MAINTENANCE TECHNICIAN
22,048
PARK MAINTENANCE WORKER
Page 12 of 14

Proposed
Grade Job Title
10
11
12
13
14
15
16
17
18
19
20
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
40,290
41,101
DIETICIAN
HEALTH PROMOTION COORDINATOR
SOCIAL WORKER-MSW
35,027
35,734
ENVIRONMENTAL HEALTH SPEC I
LPN
MAINTENANCE TECH CREW LEADER- HEALTH
SOCIAL WORKER-BSW
31,138
31,762
MAINTENANCE TECHNICIAN II - HEALTH
SPANISH TRANSLATOR
27,685
28,246
CLINICAL MEDICAL ASSISTANT
24,606
25,106
PROGRAM MEDICAL ASSISTANT
20,800
21,216
HEALTHY START HOME VISITOR
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
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
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
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
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
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
Health Professional & Health Suggort Schedule

46,342
H-8
PUBLIC HLTH EDUCATOR
RN
H-7
H-6
H-5
H-4
H-3
H-1
Page 13 of 14

Shawnee County Compensation Study Results Dec 2015

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Shawnee County Compensation Study Results Dec 2015

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~

CBIZ Human Capital Services

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

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

The scope of the study includes:

Black Hawk County, Iowa

Johnson County, Kansas

r-v~c~~~ensation Study Results

Market Salary Analysis

Market Base Salary

Shawnee County Base Salary

Market Base Salary

y = 0.94x - 2,013 .04

Salary Structure Development

Current Step Implementation Approach

Approve market-competitive salary ranges to be utilized in the upcoming fiscal year.

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Shawnee County, Kansas

Market Base Salary

Exhibit 2: Shawnee County, Kansas

Shawnee County Base Salary

Market Base Salary

Linear (Shawnee County

Linear (Market Base Salary)

Market Base Salary

Shawnee County, Kansas

Proe_osed Stee_s (Annual)

Shawnee County, Kansas

Proe_osed Stee_s (Annuall

Shawnee County, Kansas

Proe.osed Stees (Annuall

Shawnee County, Kansas

Proe.osed Steps (Annual)

Shawnee County, Kansas

Proe.osed Stees (Annual)

ANIMAL CONTROL OFFICER I

Shawnee County, Kansas

Proe_osed Stee_s (Annuall

Shawnee County, Kansas

Proe_osed Stee_s (Annual)

Public Works Schedule

Shawnee County, Kansas

Proe_osed Stees (Annual)

Shawnee County, Kansas

Proe_osed Stee_s (Annual)

Shawnee County, Kansas

Proe_osed Stee_s (Annual)

Solid Waste Schedule

Shawnee County, Kansas

Proe.osed Stees (Annual)

Shawnee County, Kansas