Ascension Parish Government · 2017-04-12 · An Evaluation of the Ascension Parish Government Compensation Plan – Final Report, April 2017 2. The Ascension Parish Government issued

Ascension Parish Government An Evaluation of the Ascension Parish Government Compensation Plan Final Report

April 2017

Prepared by:

SSA Consultants 9331 Bluebonnet Boulevard Baton Rouge, LA 70810 225-769-2676 www.consultssa.com

An Evaluation of the Ascension Parish Government Compensation Plan – Final Report, April 2017

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The Ascension Parish Government issued a Request for Proposal (RFP) in 2016 for professional consulting services for an evaluation of the Ascension Parish Government Compensation Plan for its approximately 400 full-time employees. As stated in the RFP, the goal of the Compensation Plan evaluation was to develop a compensation program to meet a set of specific objectives including:

• Collecting background data;

• Designing and administrating a job analysis questionnaire;

• Conducting a custom salary survey; and

• Performing job benchmarking and analysis.

SSA Consultants (SSA), a Louisiana-based business management and organizational design consulting firm with experience in conducing similar scopes of work, was selected through the Parish’s competitive bid process to conduct the Compensation Plan evaluation. SSA was engaged with the approval of the Parish Council and consulting activities began in June 2016.

The first part of the project evaluated the current salary and benefit structure. The methodology included the following activities:

• Review of the current pay structure and the development of consistency between each of the grades/steps;

• Administration of a job analysis questionnaire to each employee and an update of all job descriptions;

• Review of the current compensation and benefit package for each job classification, including retirement benefit costs; and

• Assessment of each job classification in relation to comparable classifications within the private and public sectors to determine the minimum compensation and benefit package for each job classification.

INTRODUCTION


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The second part of the project focused on formulating a salary and benefit structure to ensure Ascension Parish remains an employer of choice. Activities included:

• Identification of potential compensation issues and recommendations;

• Development of externally competitive and internally equitable salary recommendations for each position;

• Calculation of the estimated total cost for Ascension Parish to move employees who are below the market range to the market minimum, plus or minus 2%; and

• Preparation of a report with the findings and recommendations for implementation.

This report constitutes the final deliverable of the project. The report includes SSA’s findings and recommendations, along with a discussion of methodology, techniques, and data used to develop the findings and recommendations.


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To achieve the objectives established in the RFP, the first part of the project evaluated the current salary and benefit structure through the following activities:

• Review of the current pay structure and the development of consistency between each of the grades/steps;

• Administration of a job analysis questionnaire to each employee and an update of all job descriptions;

• Review of the current compensation and benefit package for each job classification, including retirement benefit costs; and

• Assessment of each job classification in relation to comparable classifications within the private and public sectors to determine the minimum compensation and benefit package for each job classification.

Methodology

The project began with three key steps: 1) data request; 2) benefits review and analysis; and 3) job description review and comparative match. This section of the report provides a description of each steps.

Data Request

To begin the project, SSA collected background data from Ascension Parish to understand the current compensation and benefit plan and its structure. The data request included job descriptions, current pay plan and benefit information, organization charts and the table of organization, manuals or documents describing pay policies, and contact information for key leaders and other staff vital to the accuracy of information and the success of this project.

Benefits Review and Analysis

Next, SSA reviewed the employee benefit packages Ascension Parish offers its employees. The benefit packages review included the typical range of benefits offered by employers, including annual leave, sick leave, health insurance, and retirement. SSA compared the benefit packages offered by Ascension Parish to other regional public organizations.

EVALUATION AND ASSESSMENT


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Job Description Review and Comparative Match

Each position was reviewed using job descriptions provided by Ascension Parish. The job description review was aided by the administration of a Job Analysis Questionnaire (JAQ) which was completed by each employee and reviewed by the employee’s supervisor and department director. The JAQ process ensured that SSA had the most accurate representation of duties and responsibilities for each position.

Each job description was assessed and matched to comparable position descriptions within SSA’s database. The Ascension Parish salary range and midpoint for each position was then matched to the comparable regional market-based range and midpoint. This was reviewed by the Ascension Parish Compensation Evaluation Steering Committee comprised of staff leadership, department directors, and key Human Resources personnel.


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Comparative Salary Range Analysis

This section of the report presents the salary range analysis which compares the Ascension Parish salary range to the market-based salary ranges. Figure 1 provides a description of the column headers for the Salary Range Analysis chart (Figure 2).

Figure 1. Description of Comparative Salary Range Analysis Charts

Column Name Column Description

Position The Ascension Parish job position title. An asterisks (*) indicates a position identified for possible consolidation under one job title.

Department The Ascension Parish department in which the job position is located.

Labor Grade The Ascension Parish designated labor grade (LG) for the identified position.

Exempt/Non-Exempt The Ascension Parish designation for exempt or non-exempt for the identified job position.

AP Hourly Min and Max The Ascension Parish minimum and maximum salary and wage translated to an hourly rate.

Market Hourly Min and Max The market-based minimum and maximum salary and wage translated to an hourly rate.

• Yellow highlight on Figure 2 indicates a salary minimum and maximum where Ascension Parish is lower than the market value

• “*” – indicates positions SSA has marked for possible future consolidation to reduce the overall number of positions in the Parish

• “N/A” within “Department” column – indicates a position that is not currently in use and does not exist in any department


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Figure 2. Ascension Parish Comparative Salary Range Analysis

Position Department LG Exempt/ Non-Exempt

AP Hourly Market Hourly Min Max Min Max

Accountant I* Finance 113 Non-Exempt $16.20 $23.05 $18.19 $27.29 Accountant II* Finance 115 Non-Exempt $17.03 $24.40 $18.19 $27.29 Accountant III* Finance 117 Non-Exempt $18.51 $27.20 $20.01 $30.02 Accounting Manager N/A 120 Exempt $21.01 $31.04 $26.73 $40.10 Animal Control Officer Animal Control 108 Non-Exempt $13.33 $19.04 $14.75 $22.13 Animal Control Supervisor N/A 116 Non-Exempt $17.75 $26.09 $16.60 $24.90 Assistant DPW Director DPW – Administration 125 Exempt $26.10 $37.40 $26.69 $40.04 Assistant DPW Director & Operations Manager DPW – Drainage 125 Exempt $26.10 $37.40 $26.69 $40.04 Assistant Grants Officer Grants 118 Exempt $19.30 $29.03 $20.34 $30.51 Assistant Health Director Health 119 Exempt $20.14 $29.40 $24.77 $37.15 Assistant Manager, DPW Lamar Dixon 119 Exempt $20.14 $29.40 $20.46 $30.69 Assistant OEP Director OHSEP 118 Exempt $19.30 $29.03 $22.58 $33.87 Assistant Treasurer/Compliance* Finance 124 Exempt $24.97 $37.03 $28.96 $43.44 Assistant Treasurer/Management* Finance 124 Exempt $24.97 $37.03 $28.96 $43.44 Assistant Drainage Director & Operations Manager DPW – Administration 125 Exempt $26.10 $37.40 $26.69 $40.04 Benefits Administrator N/A 116 Exempt $17.75 $26.09 $15.85 $23.77 Benefits Manager N/A 120 Exempt $21.01 $31.04 $22.77 $34.15 Biologist/Surveillance Officer Mosquito Control 112 Non-Exempt $15.63 $22.30 $12.75 $19.12 Buyer II* Purchasing 115 Non-Exempt $17.03 $24.40 $17.27 $25.90 Buyer III* Purchasing 117 Non-Exempt $18.51 $27.20 $17.27 $25.90 Carpenter Maintenance 112 Non-Exempt $15.63 $22.30 $16.96 $25.44 Carpenter Recreation 112 Non-Exempt $15.63 $22.30 $16.96 $25.44 Caseworker Assistant Health 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Caseworker, Health Unit N/A 108 Non-Exempt $14.08 $21.12 $14.08 $21.12 Chief Financial Officer/Treasurer President’s Office 128 Exempt $37.83 $53.21 $43.31 $64.96 Chief Accountant Finance 120 Exempt $21.01 $31.04 $25.96 $38.94 Chief Administrative Officer President’s Office 130 Exempt $40.71 $57.25 $44.65 $66.98


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Chief Building Official Planning & Development 122 Exempt $22.89 $33.66 $23.15 $34.73 Chief Engineer DPW – Drainage 127 Exempt $33.16 $46.67 $32.08 $48.12 Chief Engineer Planning & Development 127 Exempt $33.16 $46.67 $32.08 $48.12 Chief Executive Assistant* Administration Office 124 Exempt $24.97 $37.03 $21.92 $32.88 Chief of Staff President’s Office 124 Exempt $24.97 $37.03 $24.12 $36.17 Chief Utility Inspector Utilities 120 Exempt $21.01 $31.04 $18.49 $27.73 Clerk* OHSEP 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Clerk* DPW – Equipment 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Clerk* DPW – Vegetation 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Clerk* Lamar Dixon 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Clerk* Planning & Development 106 Non-Exempt $12.32 $17.61 $12.96 $19.44 Code Enforcement Official Planning & Development 113 Non-Exempt $16.20 $23.05 $16.81 $25.21 Compliance Coordinator N/A 120 Exempt $21.01 $31.04 $23.85 $35.77 Concession Stand Worker Lamar Dixon 102 Non-Exempt $10.46 $14.66 $9.08 $13.62 Construction Inspector Planning & Development 118 Non-Exempt $19.30 $29.03 $17.96 $26.94 Construction Inspector Recreation 118 Non-Exempt $19.30 $29.03 $17.96 $26.94 Coordinator, Grants Grants 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Counselor, Master’s Degree, Licensed Mental Health 118 Exempt $19.30 $29.03 $16.54 $24.81 Counselor, Master’s Degree, Three Years Post-License Mental Health 119 Exempt $20.14 $29.40 $18.08 $27.12

Counselor, Master’s Degree, Unlicensed Mental Health 117 Exempt $18.51 $27.20 $16.19 $24.29 Courier* Human Resources 104 Non-Exempt $11.24 $16.01 $12.96 $19.44 Custodian Maintenance 101 Non-Exempt $10.07 $14.21 $9.04 $13.56 Custodian Recreation 106 Non-Exempt $10.07 $14.21 $9.04 $13.56 Customer Service Representative* DPW – Equipment 117 Non-Exempt $18.51 $27.20 $15.73 $23.60 Data Specialist N/A 108 Non-Exempt $13.33 $19.04 $14.10 $21.16 Deputy Building Official Planning & Development 117 Exempt $18.51 $27.20 $19.04 $28.56 Design Drafter DPW – Pavement 112 Non-Exempt $15.63 $22.30 $14.85 $22.27 Director of Technology N/A 126 Non-Exempt $27.26 $40.06 $40.77 $61.15


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Director, Animal Control GM – Hysell 120 Exempt $21.01 $31.04 $22.98 $34.47 Director, Health Unit GM – Hysell 118 Exempt $21.01 $31.04 $26.69 $40.04 Director, Mosquito Control GM – Hysell 122 Exempt $22.89 $33.66 $27.62 $41.42 Director, Planning & Development GM – Hysell 127 Exempt $33.16 $46.67 $35.08 $52.62 Director, Public Utilities Administration Office 122 Exempt $22.89 $33.66 $31.33 $47.00 Director, Public Works President’s Office 127 Exempt $33.16 $46.67 $36.08 $54.12 Director, Recreation GM – Hysell 122 Exempt $22.89 $33.66 $25.98 $38.97 Document/Manager/Workflow Technician Planning & Development 117 Non-Exempt $18.51 $27.20 $16.12 $24.17 Driver I* DPW – Drainage 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Driver I* DPW – Pavement 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Driver I* DPW – Vegetation 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Driver I* DPW – West 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Driver II* DPW – Drainage 108 Non-Exempt $13.33 $19.04 $14.50 $21.76 Electrician Lamar Dixon 112 Non-Exempt $15.63 $22.30 $16.92 $25.38 Electrician Maintenance 112 Non-Exempt $15.63 $22.30 $16.92 $25.38 Engineer/PE DPW – Pavement 126 Exempt $27.26 $40.06 $29.65 $44.48 Event Services Manager Lamar Dixon 118 Exempt $19.30 $29.03 $20.73 $31.10 Event Technician Lamar Dixon 121 Non-Exempt $10.46 $14.66 $9.42 $14.13 Facility Operations Supervisor Lamar Dixon 117 Exempt $18.51 $27.20 $18.95 $28.43 Fleet Manager DPW – Administration 122 Exempt $22.89 $33.66 $25.58 $38.37 Flood Plain Coordinator Planning & Development 118 Exempt $19.30 $29.03 $19.38 $29.08 Food & Beverage Coordinator Lamar Dixon 104 Non-Exempt $19.30 $29.03 $19.38 $29.08 Foreman, Bridge* DPW – West 106 Non-Exempt $16.88 $24.20 $16.00 $24.00 Foreman, Custodian* Maintenance 114 Non-Exempt $16.88 $24.20 $16.00 $24.00 Foreman, Drainage* Utilities 114 Exempt $16.88 $24.20 $16.00 $24.00 Foreman, Recreation* Recreation 110 Non-Exempt $14.43 $20.60 $16.00 $24.00 Foreman, Roads* DPW – Vegetation 114 Non-Exempt $16.88 $24.20 $16.00 $24.00 General Manager Administration Office 127 Exempt $33.16 $46.67 $35.08 $52.62


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Grade Technician* DPW – Drainage 104 Non-Exempt $11.24 $16.01 $10.19 $15.29 Grade Technician* DPW – Vegetation 104 Non-Exempt $11.24 $16.01 $10.19 $15.29 Grants Officer GM – Hysell 124 Exempt $24.97 $37.03 $25.96 $38.94 Health Educator Health 113 Non-Exempt $16.20 $23.05 $16.22 $24.32 Human Resources Associate Director N/A N/A Exempt $24.15 $36.23 Human Resources Generalist Human Resources 118 Exempt $19.30 $29.03 $17.65 $26.48 Human Resources Manager N/A N/A Exempt $27.38 $41.08 Human Resources Specialist Human Resources 113 Non-Exempt $16.20 $23.05 $14.12 $21.17 Human Resources Director GM – Pearce 127 Exempt $33.16 $46.67 $35.69 $53.54 HVAC Technician Maintenance 112 Non-Exempt $15.63 $22.30 $16.58 $24.87 Imaging Specialist Planning & Development 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Imaging Specialist Technology 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Inspector, Building Planning & Development 113 Non-Exempt $16.20 $23.05 $15.74 $23.61 Inspector, Storm Water Utilities 113 Non-Exempt $16.20 $23.05 $15.74 $23.61 Inspector, Subdivision DPW – Drainage 113 Non-Exempt $16.20 $23.05 $15.74 $23.61 Intake Coordinator Mental Health 110 Non-Exempt $14.43 $20.60 $12.96 $19.44 IT GIS Administrator Technology 120 Exempt $21.01 $31.04 $22.73 $34.10 IT GIS Coordinator Technology 118 Non-Exempt $19.30 $29.03 $21.58 $32.37 IT Project Manager Technology 120 Exempt $21.01 $31.04 $22.73 $34.10 IT Technical Specialist I Technology 114 Non-Exempt $16.88 $24.20 $16.65 $24.98 IT Technical Specialist II Technology 118 Non-Exempt $19.30 $29.03 $21.58 $32.37 Lab Assistant/Phlebotomist Health 115 Non-Exempt $17.03 $24.40 $17.19 $25.79 Laborer* DPW – Drainage 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* DPW – Equipment 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* DPW – Pavement 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* DPW – Vegetation 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* DPW – West 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* DPW – West 102 Non-Exempt $10.46 $14.66 $10.19 $15.29


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Laborer* Lamar Dixon 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Laborer* Maintenance 102 Non-Exempt $10.46 $14.66 $10.19 $15.29 Logistics/Supply Officer OHSEP 118 Exempt $19.30 $29.03 $19.58 $29.37 LPN Health 117 Non-Exempt $18.51 $27.20 $15.17 $22.75 LPN Jail 117 Non-Exempt $18.51 $27.20 $15.17 $22.75 LPN Mental Health 117 Non-Exempt $18.51 $27.20 $15.17 $22.75 Lubrication/Tire Specialist DPW – Equipment 106 Non-Exempt $12.32 $17.61 $10.15 $15.23 Maintenance Coordinator Jail 111 Non-Exempt $14.47 $20.70 $16.00 $24.00 Manager, Clinical Services Mental Health 121 Exempt $21.93 $31.20 $23.62 $35.42 Manager, DPW* DPW – Administration 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, DPW* DPW – Pavement 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, DPW* DPW – Vegetation 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, DPW* DPW – West 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, DPW* DPW – West 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, DPW* GM – Pearce 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, Drainage* DPW – Administration 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, Drainage* DPW – Vegetation 122 Exempt $22.89 $33.66 $25.58 $38.37 Manager, Video Programming Department Chief of Staff 122 Exempt $22.89 $33.66 $23.35 $35.02 Mechanic DPW – Equipment 110 Non-Exempt $14.43 $20.60 $13.65 $20.48 Mechanic DPW – Pavement 110 Non-Exempt $14.43 $20.60 $13.65 $20.48 Mechanic, Master DPW – Equipment 112 Non-Exempt $15.63 $22.30 $18.23 $27.35 Mechanic, Master DPW – West 112 Non-Exempt $15.63 $22.30 $18.23 $27.35 Mental Health Director Mental Health 124 Exempt $24.97 $37.03 $28.23 $42.35 Mosquito Control Night Sprayer Mosquito Control 104 Non-Exempt $11.24 $16.01 $12.96 $19.44 Mosquito Control Specialist Mosquito Control 108 Non-Exempt $13.33 $19.04 $14.12 $21.17 Municipal Addressing Coordinator Planning & Development 108 Non-Exempt $13.33 $19.04 $13.96 $20.94 Night Watchman Lamar Dixon 113 Non-Exempt $16.20 $23.05 $11.34 $17.01 Nurse Supervisor Jail 124 Exempt $24.97 $37.03 $25.77 $38.66


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Nurse, RN Health 122 Exempt $22.89 $33.66 $22.40 $33.60 Nurse, RN Jail 122 Exempt $22.89 $33.66 $22.40 $33.60 Nutritionist N/A 117 Non-Exempt $18.51 $27.20 $15.95 $23.93 OEP Director President’s Office 122 Exempt $22.89 $33.66 $27.46 $41.19 Office Manager* Animal Control 114 Exempt $16.88 $24.20 $15.73 $23.60 Office Manager* Health 114 Exempt $16.88 $24.20 $15.73 $23.60 Office Manager* Mental Health 114 Exempt $16.88 $24.20 $15.73 $23.60 Office Manager* Planning & Development 114 Exempt $16.88 $24.20 $15.73 $23.60 Operations Analyst N/A 120 Exempt $21.01 $31.04 $15.73 $23.60 Operations Training Officer N/A 118 Exempt $19.30 $29.03 $21.15 $31.73 Operator I* DPW – Vegetation 104 Non-Exempt $11.24 $16.01 $10.19 $15.29 Operator I* DPW – West 104 Non-Exempt $11.24 $16.01 $10.19 $15.29 Operator II* DPW – Drainage 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Operator II* DPW – Vegetation 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Operator II* DPW – West 106 Non-Exempt $12.32 $17.61 $13.15 $19.73 Operator III* DPW – Pavement 108 Non-Exempt $13.33 $19.04 $14.50 $21.76 Operator III* DPW – Vegetation 108 Non-Exempt $13.33 $19.04 $14.50 $21.76 Operator III* DPW – West 108 Non-Exempt $13.33 $19.04 $14.50 $21.76 Operator IV DPW – Drainage 110 Non-Exempt $14.43 $20.60 $16.12 $24.17 Operator IV* DPW – Equipment 110 Non-Exempt $14.43 $20.60 $16.12 $24.17 Operator IV* DPW – West 110 Non-Exempt $14.43 $20.60 $16.12 $24.17 Paralegal/Custodian of Public Records* Administration Office 118 Exempt $19.30 $29.03 $19.50 $29.25 Paralegal/Legal Assistant* Administration Office 117 Exempt $18.51 $27.20 $19.50 $29.25 Parish President President’s Office N/A Exempt N/A N/A N/A N/A Parish Secretary Chief of Staff 122 Exempt $22.89 $33.66 $21.92 $32.88 Park Maintenance Technician I Recreation 106 Non-Exempt $12.32 $17.61 $10.19 $15.29 Park Maintenance Technician II Recreation 108 Non-Exempt $13.33 $19.04 $13.15 $19.73 Park Maintenance Technician/Facility Coordinator Recreation 104 Non-Exempt $11.24 $16.01 $13.15 $19.73


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Parts Runner* DPW – Equipment 104 Non-Exempt $11.24 $16.01 $10.19 $15.29 Planner Planning & Development 122 Exempt $22.89 $33.66 $21.96 $32.94 Planning & Intelligence Section Chief N/A 118 Exempt $19.30 $29.03 $20.58 $30.87 Planning/Intelligence Officer OHSEP 118 Non-Exempt $19.30 $29.03 $23.27 $34.90 Plans Analyst I N/A 110 Non-Exempt $14.43 $20.40 $12.92 $19.38 Plans Analyst II Planning & Development 113 Non-Exempt $16.20 $23.05 $15.73 $23.60 Plans Analyst III N/A 118 Exempt $19.30 $29.03 $18.09 $27.14 Plumber N/A 112 Non-Exempt $15.63 $22.30 $12.96 $19.44 Program Coordinator Recreation 115 Non-Exempt $17.03 $24.40 $15.73 $23.60 Project Manager GM – Pearce 122 Exempt $22.89 $33.66 $25.54 $38.31 Project Manager Recreation 122 Exempt $22.89 $33.66 $25.54 $38.31 Public Information Officer Chief of Staff 117 Exempt $18.51 $27.20 $20.69 $31.04 Purchasing Supervisor N/A 120 Exempt $21.01 $31.04 $19.36 $29.04 Receptionist* Mental Health 104 Non-Exempt $11.24 $16.01 $12.96 $19.44 Registered Dietician Health 120 Exempt $21.01 $31.04 $19.46 $29.19 Right of Way Agent DPW – Administration 114 Exempt $16.88 $24.20 $17.27 $25.90 Safety Officer Human Resources 117 Exempt $19.30 $29.03 $22.58 $33.87 Sales and Marketing Manager Lamar Dixon 118 Exempt $19.30 $29.03 $25.54 $38.31 Secretary I* DPW – Administration 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Administration Office 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* DPW – Pavement 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* DPW – West 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Health 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Human Resources 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Jail 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Maintenance 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary I* Utilities 108 Non-Exempt $13.33 $19.04 $12.96 $19.44 Secretary II* Chief of Staff 112 Non-Exempt $15.63 $22.30 $13.96 $20.94


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Secretary II* GM – Pearce 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Secretary II* Administration Office 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Secretary II* DPW – Vegetation 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Secretary II* Mosquito Control 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Secretary II* Planning & Development 112 Non-Exempt $15.63 $22.30 $13.96 $20.94 Secretary III DPW – Administration 115 Non-Exempt $17.03 $24.40 $15.73 $23.60 Secretary III* Jail 115 Non-Exempt $17.03 $24.40 $15.73 $23.60 Secretary/Accounting Clerk Finance 110 Non-Exempt $14.43 $20.60 $12.96 $19.44 Secretary/Accounting Clerk Mental Health 110 Non-Exempt $14.43 $20.60 $12.96 $19.44 Secretary/Accounting Clerk Utilities 110 Non-Exempt $14.43 $20.60 $12.96 $19.44 Secretary/Accounting Clerk* Purchasing 110 Non-Exempt $14.43 $20.60 $12.96 $19.44 Shop Foreman* DPW – Equipment 113 Non-Exempt $16.20 $23.05 $19.36 $29.04 Shop Supervisor* DPW – Equipment 117 Exempt $18.51 $27.20 $20.46 $30.69 Sr. Data Specialist DPW – Drainage 112 Non-Exempt $15.63 $22.30 $14.85 $22.27 Sr. Human Resources Generalist N/A 120 Exempt $21.01 $31.04 $22.65 $33.98 Sr. Project Manager* Finance 122 Exempt $22.89 $33.66 $25.58 $38.37 Sr. Project Manager* Utilities 122 Exempt $22.89 $33.66 $25.58 $38.37 Sr. Project Manager* Human Resources 122 Exempt $22.89 $33.66 $25.58 $38.37 Sr. Right of Way Agent DPW – Administration 115 Exempt $17.03 $24.40 $18.13 $27.20 Storm Water Program Manager Planning & Development 124 Exempt $24.94 $37.03 $23.31 $34.97 Student Worker Human Resources 101 Non-Exempt $10.07 $14.21 $12.96 $19.44 Supervisor, Bridge* DPW – Drainage 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Custodian* Maintenance 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Drainage* DPW – Drainage 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Drainage* DPW – Vegetation 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Jail* GM – Pearce 118 Exempt $19.30 $29.03 $20.46 $30.69 Supervisor, Mosquito Control* Mosquito Control 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Roads* DPW – Pavement 117 Exempt $18.51 $27.20 $20.46 $30.69


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Supervisor, Weed Control* DPW – Vegetation 117 Exempt $18.51 $27.20 $20.46 $30.69 Supervisor, Weed Control – Drainage* DPW – Pavement 117 Exempt $18.51 $27.20 $20.46 $30.69 Survey Technician DPW – Drainage 106 Non-Exempt $12.32 $17.61 $11.31 $16.96 Surveyor I N/A 118 Exempt $19.30 $29.03 $15.73 $23.60 Technology Manager GM – Pearce 124 Exempt $24.97 $37.03 $28.65 $42.98 Therapeutic Safety Technician Mental Health 113 Non-Exempt $16.20 $23.05 $11.90 $17.86 Utilities Supervisor* Utilities 118 Exempt $19.30 $29.03 $20.46 $30.69 Utility Inspector Utilities 118 Non-Exempt $19.30 $29.03 $15.74 $23.61 Utility Operator DPW – Drainage 112 Non-Exempt $15.63 $22.30 $17.76 $26.64 Utility Operator DPW – Equipment 112 Non-Exempt $15.63 $22.30 $17.76 $26.64 Utility Operator Maintenance 112 Non-Exempt $15.63 $22.30 $17.76 $26.64 Utility Operator III Utilities 115 Non-Exempt $17.03 $24.40 $19.85 $29.77 Utility Operator IV Utilities 116 Non-Exempt $17.75 $26.09 $20.31 $30.46 Video Production Specialist Chief of Staff 120 Non-Exempt $21.01 $31.04 $17.53 $26.29 Wastewater Technician Utilities 108 Non-Exempt $13.33 $19.04 $13.59 $20.39 Water & Sewer Specialist Utilities 115 Non-Exempt $17.03 $24.40 $14.54 $21.81 Water & Sewer Supervisor N/A 117 Exempt $18.51 $27.20 $16.00 $24.00 West Side Coordinator N/A 118 Exempt $19.30 $29.03 $19.50 $29.25 Yard Operator DPW – Equipment 106 Non-Exempt $12.32 $17.61 $10.19 $15.29 Zoning Official Planning & Development 122 Exempt $22.89 $33.66 $21.96 $32.94


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The second phase of the project focused on providing Ascension Parish leadership with recommendations to formulate a salary and benefit structure that would ensure the Parish remains an employer of choice. Activities in this phase included:

• Identification of potential compensation issues and recommendations;

• Development of externally competitive and internally equitable salary recommendations for each position;

• Calculation of the estimated total cost for Ascension Parish to move employees who are below the market range to the market minimum, plus or minus 2%; and

• Preparation of a report with the findings and recommendations for implementation.

Comparative Salary Range Analysis Observations

The comparative salary range analysis is provided in the previous section of this report in Figure 2. The following are observations based on this analysis of the 180 positions with 472 incumbents.

• The comparative salary range analysis indicates 54% (97 positions of 180 positions) of the Ascension Parish salary ranges (minimum and maximum) fall below the market-based range. This does not mean that any individual employee is necessarily paid below the minimum; rather, this analysis is based strictly on range comparisons. Because many organizations hire at or near the minimum, Ascension Parish may find it difficult to attract qualified employees unless the market range minimums are adjusted.

• There are 38 incumbents (out of 472 incumbents) that are paid below the market-based minimum for their position.

• A total of 116 incumbents (out of 472 incumbents) are being paid above the Ascension Parish maximum for their position. Ascension Parish allows individuals to exceed the Ascension Parish maximum for their position. This situation occurs due to a number of contributing factors.

- In some years, Ascension Parish has provided both a cost of living adjustment (COLA) and/or a merit raise regardless of where the incumbent falls within their salary range.

- Ascension Parish does not adhere to any guidelines or policies restricting placement of new employees within their salary range.

OBSERVATIONS & RECOMMENDATIONS


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• Annual raises have ranged from 2% to 9% over the past several years. Merit raises are not tied to a performance evaluation system.

• Across-the-board pay raises benefit higher salaried employees more than those at a lower salary range.

• Although the Ascension Parish Personnel Policy Manual requires a compensation review every three years, Ascension Parish has not completed a review since 2009.1 The Parish should periodically review the current salary ranges and adjust the ranges to maintain equity with the market.

• Many positions have only one or two incumbents which indicates a proliferation of job titles and descriptions. This situation contributes to complexity in salary administration and difficulty in creating and communicating career path opportunities.

Comparative Salary Range Analysis Recommendations

The following recommendations are provided to Ascension Parish.

1 Ascension Parish Personnel Policy Manual, Revised July 2013. Page 27.

Recommendation 1: Establish Salary Ranges with Current Market-Based Minimums and Maximums for All Job Positions

Ascension Parish should establish salary ranges, including minimums and maximums, for all positions utilizing market-based salary data. This adjustment will address the 97 identified positions that fall below the market-based range.


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Recommendation 2: Bring Incumbents into the Market Range

Ascension Parish should bring the salaries of all incumbents who currently fall below the market minimum into the provided market ranges. This adjustment will address the 38 identified incumbents who are below the market-based minimum. This will also help retain current employees and ensure that new employees in those job classifications receive market competitive pay.

At the request of Ascension Parish, SSA has analyzed the total cost for bringing 38 identified incumbents whose current pay rate is below the market minimum up to the market minimum rate. The following chart shows the total cost for bringing those employees up to 98%, 100%, and 102% of the market minimum. The rates have been annualized and combined to provide a total yearly cost for Ascension Parish.

Percentage of the Market Minimum

Total Cost for Ascension Parish

98% $54,150.68

100% $55,244.80

102% $56,349.70


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Recommendation 4: Conduct Market-Based Compensation Review Every Three Years Ascension Parish should, in compliance with the Ascension Parish Personnel Policy Manual, conduct a market-based compensation review every three years to ensure compensation and benefits retain internal equity and external competitiveness.

Recommendation 3: Establish and Adhere to Policies Governing Salary Ranges and Progression Ascension Parish should address salary inflation by examining how an employee is compensated after he/she has reached the end of their position’s salary range. Today, there are 116 incumbents (out of 472 incumbents) whose salary falls above the Ascension Parish maximum for their position. By allowing employees to continue receiving raises beyond the top of the salary range, this number will continue to increase. There are 65 incumbents who would be above the recommended market-based maximum. Their salaries should be frozen until they fall within the market-based range for their position. COLA awards should be tied to widely accepted indexes such as the national Consumer Price Index (CPI) and utilized sparingly. COLA awards should be applied to the salary ranges and not to individual employees. Merit raises should be tied to performance evaluations that are part of a performance improvement system.


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Recommendation 5: Consolidate Similar Job Positions Under One Job Title and Create Lines of Progression Ascension Parish should evaluate similar positions and consolidate those positions under one job title based upon required skills and scope of responsibilities. Additionally, promotional opportunities can be created through the establishment of lines of progression.


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Comparative Benefit Package Analysis

SSA reviewed Ascension Parish’s benefit package which includes annual leave, sick leave, health insurance, retirement, and other benefits.

Annual Leave Policy

Figure 3 depicts the Ascension Parish current annual leave system which allows for the accumulation of annual leave days earned.

Figure 3. Ascension Parish Government Annual Leave

Years of Service Total Annual Leave Days Earned Per Year

Up to 4 years 10 days

5 to 10 years 15 days



30 or more years 30 days


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Figure 4. compares the Annual Leave accumulation of South Louisiana Parishes by Years of Service.

Figure 4. Annual Leave Comparison – Ascension Parish to Regional and Similar Sized Peers

Figure 4 Notes: • The annual leave listed in the above chart for West Baton Rouge Parish applies to employees hired after December 31, 2012. Those employees

hired before December 31, 2012 with 20 or more years of service accrue an extra five days per year.

Annual Leave Total Annual Days Earned Per Year

Years of Service

Ascension Parish

Years of Service

St. John

Parish

Years of Service

West Baton Rouge Parish

Years of Service

Lafourche Parish

Years of Service

St. Tammany

Parish

Years of Service

Jefferson Parish

Years of Service

St. James Parish

Years of Service

Tangipahoa Parish

0 to 4 10 0 to 1 0 0 to 5 10 0 to 3 10 0 to 2 7 0 to 4 12 0 to 2 12 0 5

5 to 10 15 1 to 2 5 5 to 15 13 4 to 7 12.5 3 to 6 11 5 to 9 15 3 to 9 15 1 to 2 10

11 to 16 20 3 to 4 10 16 or

more 17 8 to 11 15 7 to 12 15 10 or more 18 10 or

more 18 3 to 10 15

17 to 29 25 5 to 14 15 12 to 15 17.5 13 to 18 19

30 or more 30 15 to

19 20 16 or more 20 19 or

more 23

20 to 29 25

30 or more 30


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While Ascension Parish’s Annual Leave policy is comparable to the regional governmental peers, Ascension Parish rewards employees at the end of their career more than any other parish. The Parish provides more paid annual leave days than their peers beginning at 11 years of service and only one other parish offers 25-30 paid leave days per year.

Compensatory Time

While on worker’s compensation, employees are not able to use any accumulated sick or vacation leave, except for the first seven days after an accident.

Sick Leave Policy

Ascension Parish employees accrue sick leave at a rate of 3.70 hours per pay period totaling 96 hours per year or 12 paid sick days per year. Unused leave rolls over at the end of each year to the following year. Employees begin to accrue sick leave as soon as they are hired, but may not utilize accrued sick leave until after the 90-day orientation period. Only full-time employees are eligible to accrue sick leave.

Employees are allowed to use up to 480 hours of sick leave towards their retirement. The Parish must carry this leave as a liability.


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Figure 5 compares the Ascension Parish annual sick leave earned amounts with those of regional peers.

Figure 5. Sick Leave Comparison – Ascension Parish to Regional and Similar Sized Peers

Sick Leave

Total Annual Days Earned Per Year

Years of Service

Ascension Parish

St. John Parish


Lafourche Parish

St. Tammany Parish

Jefferson Parish

St. James Parish

Tangipahoa Parish

6 months to 3 years 12 12 12

same rate as annual

leave 9 12

same rate as annual

leave 12

Over 3 years 12 18 12 same rate as annual

leave 9 12

same rate as annual

leave 12

Figure 5 Notes:

• Lafourche Parish and St. James Parish employees accumulate annual leave at the same rate as that of Annual Leave. See Figure 4 for more detail.

Ascension Parish’s sick leave policy is higher than St Tammany Parish but is comparable to other regional peers.


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Bereavement Leave Policy

Ascension Parish employees receive up to three working days of paid bereavement leave that may be used in the event of a death within the employee’s immediate family or one working day for the death of a blood relative (grandparents or in-laws). Comparable organizations offered two to three days of Emergency, Bereavement, Personal Leave, or a combination of all three.

Ascension Parish’s bereavement offering is comparable to its regional peer group.

Holidays

The Ascension Parish holiday policy allows employees to observe 13 paid holidays per year. The policy allows for additional holidays to be added at the discretion of the Parish. Any holiday that occurs on a Saturday or Sunday is observed on the closest work day.

1. New Year’s Eve 2. New Year’s Day 3. Dr. Martin Luther King Day 4. Mardi Gras 5. Good Friday 6. Memorial Day 7. Independence Day

8. Labor Day 9. Veteran’s Day 10. Thanksgiving Day 11. Day after Thanksgiving 12. Christmas Eve 13. Christmas Day

The regional peer groups offered between 10 and 15 paid holidays per year. Differences were seen where some parishes did not offer Christmas Eve and some offered Mardi Gras, Columbus Day, Federal Elections Day, and/or an additional day for Christmas and New Year’s Day.

Ascension Parish’s holiday policy is comparable to their regional peer group.


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Health Insurance

Ascension Parish offers health insurance through Humana. Health insurance is provided through a high deductible HSA plan. Ascension Parish pays 75% of the monthly premiums for employees. Full-time employees and employees who work at least 30 hours a week are eligible for enrollment in the Parish plan. Ascension also provides $1,500 annually to the HSA of each employee. All covered expenses of the plan are used towards the deductible. Ascension Parish offers a progressive health care plan that mirrors health benefit plans common in private industry. Many governmental organizations may be moving towards these progressive health plans over the next few years as they provide catastrophic coverage, incent well care strategies, and are more affordable to the Parish.

Figure 6 compares Ascension Parish’s monthly employee contributions, annual deductible, co-insurance, and the annual out-of-pocket maximum to those of regional peers.


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Figure 6. Health Insurance Comparison – Ascension Parish Compared to Regional and Similar Sized Peers

Health Insurance Plan

Medical Premium

Ascension Parish

HDHP w/ HSA

St. John Parish NPOS

St. John Parish HMO*


PPO

West Baton Rouge Parish HDHP w/HSA

Lafourche Parish

St. Tammany Parish

Jefferson Parish

St. James Parish

Monthly Employee Contributions

Employee Only $160.06 $98.86 $87.53 $91.49 $0 $11.22 $0 $54.60 $141.89

Employee + Family $478.54 $286.90 $253.83 $243.39 $0 $192.10 $1,268 $341.33 $415.07

Annual Deductible (Individual/Family)

In-Network $1,500/ $3,000 $750/$1,500 $0/$0 $1,500/$3,000 $3,000/$6,000 $500/$1,500 $750/$1,500 $250/

$500 $500/ $1,000

Out-of-Network

$1,500/ $3,000 $1,500/$3,000 no coverage $4,500/$9,000 $9,000/

$18,000 $500/$1,500 $1,500/$3,000 no coverage

$500/ $1,000

Co-Insurance (Percentage Owed by Employee)

In-Network 0% $20 $20 20% 0% 30% 20% 10% 20%

Out-of-Network 0% 50% 100% 50% 20% 70% 50% 100% 40%

Annual Out-of-Pocket Maximum (Individual/Family)

In-Network $1,500/ $3,000 $3,750/$7,500 $3,500/

$7,000 $3,000/$6,000 $3,000/$6,000 $2,000/$4,000 $2,000/$4,000 $3,000/ $6,000

$1,500 per participant

Out-of-Network

$1,500/ $3,000

$7,500/ $15,000 no coverage $9,000/$18,000 $9,000/

$18,000 $2,000/$4,000 $4,000/$8,000 no coverage

$2,500 per participant


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Figure 6 Notes:

• St. James Parish offers two HMO plans, but only the most expensive (Plan 1) has been shown here for comparison purposes. The HMO Plan 2 has a $4,000 individual/$8,000 family out-of-pocket maximum, a $25 co-pay, and costs approximately 4% less.

• Ascension Parish pays employees a total of $1,500 per year accrued each month into an HSA account.

Figure 7 compares Ascension Parish’s co-payment amounts (for common drug benefit categories) to a group of regional peers.

Figure 7. Prescription Drug Benefit Comparison – Ascension Parish to Regional Peers

Prescription Drug Benefit Co-Pays Retail

Ascension Parish

St. John Parish NPOS*

St. John Parish HMO


PPO

West Baton Rouge

Parish HDHP w/HSA

Lafourche Parish

St. Tammany

Parish

Jefferson Parish

St. James Parish

Tier 1 – Generic at cost $10 $10 $10 $0 $7 $10 $10 $30

Tier 2 – Preferred at cost $35 $35 $30 $0 $25 $40 $50 $75

Tier 3 – Non-Preferred at cost $60 $55 $50 $0 $40 $60 $75 $120

Figure 7 Notes:

• St. John NPOS plan has a $100 prescription deductible for individuals and $200 for family.

Ascension Parish offers health plan benefits that are comparable to those of other regional peers.


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Retirement

Ascension Parish participates in the Parochial Employees’ Retirement System (PERS) of Louisiana Plan B. Mandatory enrollment in the plan is required for all employees who work 27 hours or more per week. Enrollment begins with an employee’s hire and requires seven years of enrollment to be vested. PERS offers two plans, Plan A and Plan B. Both PERS plans have similar requirements. The major difference between Plan A and Plan B is that Plan A employees do not participate in Social Security. Additionally, the contribution rates are different. The amount of employee contributions can be set within a range by the Board of Trustees. The range in Plan A is between 8% and 11%. The range in Plan B is between 3% and 5%. Currently, the Plan A employee rate is 9.5% and the Plan B employee rate is 3.0%. Employer contributions are actuarially determined every fiscal year according to statutory process. Written notice of these rates is provided to employers annually. In 2017, these employer rates will be 12.50% for Plan A and 8.00% for Plan B. Ascension Parish has funded Plan B at 98.46% as of December 31, 2015 (2016 numbers are not yet available.) Ascension Parish is also in the Social Security system. A few other Louisiana parishes (West Baton Rouge, St. Tammany, Jefferson, St. James) participate in the PERS of Louisiana Plan A. All permanent parish government employees are required to participate in the pension fund, except for new employees age 55 or older who have 40 quarters or more of Social Security participation who may elect to join. The pension fund’s normal retirement benefits allowance is equal to 2% of the member's final average compensation multiplied by his/her years of creditable service. Final average compensation shall be defined as the average of the highest consecutive 36 months’ salary for members hired prior to January 1, 2007. For members hired January 1, 2007 and later, final average compensation shall be defined as the average of the highest consecutive 60 months’ salary. Retirement benefits accrue from both employee and employer contributions. The employee contribution amount for Plan A for 2016 is 9.5%; the employer contribution rate is 13%. Additionally, any unused sick leave can be converted to additional retirement benefit credit. Upon termination of employment without retiring, the accumulated contributions of the employee are refunded upon request. Employer contributions are not refunded under any circumstances.

Some parishes are beginning to offer unique retirement options. Lafourche Parish provides its employees with a 457(b)-deferred compensation plan. A 457(b)-deferred compensation plan is a tax-deferred plan similar to that of a 401(k) but is available for employees of state or local governments or tax-exempt organizations. Employees contribute a portion of their earnings to the 457(b) up to a limit of $18,000. Lafourche Parish currently matches up to 6% of the employees’ contributions after being employed for at least six months.


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Ascension Parish Government, with $3.6 billion in Plan A and Plan B assets, is the third largest retirement system in Louisiana. Unlike many municipal and parish peer organizations who bear an ever-increasing burden of payments to fund their retirement systems, the Ascension Parish Government System is virtually fully-funded at 98.46%. The fact that the Parish is also part of the Social Security System is somewhat unique to public organizations, and offers retirees more options to supplement their retirement and health care benefits. Retirement benefits offered to employees are comparable to those of other regional peers.

Other Notable Employee Benefits

Ascension Parish offers additional employee benefits including dental insurance, basic life insurance, and vision insurance. Ascension Parish pays 75% of the dental insurance, basic life insurance, and vision insurance premiums for employees and eligible dependents. Supplemental insurance is completely voluntary and not covered by the Parish. Most of the regional peers offered dental, basic life, and supplemental insurance to their employees. However, few paid the premiums of their employees and none paid the employees for both employees and their dependents.


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Compensation Philosophy Considerations

There is significant and growing competition for people with talents and skills in the Gulf Coast region. In this environment, Ascension Parish will be challenged to hire and retain high-quality talent. Demographic surveys also indicate younger workers today are less attracted to the traditional compensation and benefit plans that require entry at relatively low pay and utilize incremental step increases based upon seniority. Demographic surveys show these younger workers expect to change employers (and sometimes careers) numerous times during their working lives. This expectation diminishes the more traditional value that employees have placed on expensive benefit packages that reward employment longevity.

Attracting and retaining talented employees will increasingly require compensation and benefit systems that are more market-based than the traditional public sector model. Market-based compensation and benefit models include greater flexibility of price to the market for skills and experience, reward performance, and offer benefits attractive to the workforce of today and tomorrow.

Recommendation 6: Modify Current Compensation Model to Include More Market-Based Features

Ascension Parish should investigate opportunities to modify its current compensation model to include elements of a more market-based compensation model. Elements of market-based compensation models currently being piloted by employers include rewards and recognition programs and pay-for-performance systems (including team-based rewards). Additionally, portable retirement systems such as 401(k) or 457(b) plans (similar to that offered by Lafourche Parish) are becoming more common. These tend to be more attractive to and often expected by younger workers entering the workforce today.


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Recommendation 7: Implement Processes for Monitoring Causes of Turnover

Ascension Parish should monitor turnover regularly and conduct exit interviews which include compensation and benefits questions to detect if turnover is caused by real or perceived compensation and/or benefits inequities. Regularly monitoring and reviewing this data will enhance Ascension Parish’s ability to detect areas of concern early and resolve them before they become large-scale issues.

Documents

Ascension Parish Government · 2017-04-12 · An Evaluation of the Ascension Parish Government Compensation Plan – Final Report, April 2017 2. The Ascension Parish Government issued