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CASS COUNTY COMMISSION POLICY MANUAL 13.90 ______________________________________________________________________ <br />SUBJECT: COUNTY COMMISSIONERS <br />ADOPTED DATE: MAY 18, 2015 PAGE 1 OF 2 ______________________________________________________________________ <br /> <br /> PAY PHILOSOPHY <br /> For Cass County Government, as with all employers, the payroll constitutes a sizeable <br />operating cost. Therefore, a sound compensation program is essential. <br />Cass County's compensation policy should include consideration of the following items: <br /> 1) The rate of pay within the organization and whether it is to be above, below, <br />or at the prevailing community rate. <br />2) The pay level at which new employees may be recruited and the pay <br />differential which should be maintained between new and more senior employees. <br /> 3) The intervals at which pay raises are to be granted and the extent to which <br />merit pay is to influence raises. <br /> 4) The employer's ability to pay along with the consideration of total benefit <br />packages. <br />Since pay must not only be equitable but be so perceived by employees, it is important that Cass County employees understand the pay philosophy of the organization. The <br />effective communication of pay information together with an organizational environment <br />which generates employee trust in management can contribute to more accurate employee perceptions of their pay. This perception can be achieved by effective <br />communication from management to the employees. <br />Cass County Government believes that equitable compensation and employee productivity are important to the achievement of organizational goals and has dedicated <br />itself to maintaining an independent, non-biased salary plan using the services of a paid <br />professional consultant from outside the Fargo-Moorhead area. The Cass County Board of Commissioners has committed itself to review detailed labor market pay comparisons <br />for all benchmark positions in a mix of relevant labor market sources in Minnesota and North Dakota. Every three years, the report will compare current average pay for each <br />benchmark to the market average pay and provide the board with a market pay line for <br />each of the county classes in each DBM rating. The objective is to provide Cass County pay ranges that are market competitive but do not lead nor lag the area labor market. <br />With this information, Cass County Government can provide a total competitive compensation package.