classification, compensation and benefits study

2992 Reidville Road Spartanburg, SC 29301 703-590-2750 – phone www.magintl.org

Classification, Compensation and

Benefits Study

March 13, 2020

Management Advisory Group International, Inc.

MANAGEMENT ADVISORY GROUP INTL., INC.

MANAGEMENT CONSULTING SERVICES

March 13, 2020 Allan Kujala Personnel Director Kent County, DE 555 Bay Road Dover, DE 19901 Dear Mr. Kujala: Management Advisory Group International, Inc. (MAG) is pleased to present this Draft Report for the Classification, Compensation and Benefits Study of all included jobs in Kent County, DE. We would ask you to review the report and MAG’s recommendations. This report has been developed based on:

• Job analysis of included classifications (internal equity); and • Market salary survey results (external competitiveness)

The Draft Report is organized into the following Sections:

• Section 1: Introduction and Approach • Section 2: Selected Compensation Policies • Section 3: Salary Survey Summary Data and Benefits Review • Section 4: Annual and Hourly Pay Tables • Section 5: Proposed Pay Plan • Section 6: Alphabetical Listing of Classifications • Section 7: Class Comparison Table • Section 8: Implementation Costs


MAG would like to express our thanks to all employees and staff who have participated in this important project. Sincerely,

Donald C. Long, Ph.D. President MAG International, Inc. 2992 Reidville Road Spartanburg, SC 29301 (703) 590-7250 office (828) 808-3551 cell


KENT COUNTY, DE

CLASSIFICATION, COMPENSATION AND BENEFITS STUDY REPORT

TABLE OF CONTENTS Transmittal Letter Table of Contents Section 1.0 – Introduction & Approach Section 1 Section 2.0 – Selected Compensation Policies Section 2 Section 3.0 – Salary Survey Summary and Benefits Review Section 3 Section 4.0 – Annual and Hourly Pay Tables Section 4 Section 5.0 – Proposed Pay Plan Section 5 Section 6.0 – Alphabetical Listing of Classifications Section 6 Section 7.0 – Class Comparison Table Section 7 Section 8.0 – Implementation Costs Section 8

SECTION 1.0 Introduction and Approach

Management Advisory Group International, Inc. © 2020

Management Advisory Group International, Inc. ©2020 1-1

Section 1: Introduction & Approach

Introduction

Kent County, DE contracted with Management Advisory Group International, Inc. (MAG) to conduct a compensation and classification study for all current County classifications. This report presents the findings and recommendations of the classification and compensation study. MAG’s findings and recommendations are based on:

salary survey results; current organizational structure review; meetings with management employees; review and analysis of current job/class descriptions; and, internal and external competitiveness considerations.

The goal of the County for this project was to provide the foundation for an appropriate classification and compensation system and pay plan based on current compensation levels for similar public sector employers, municipalities, and local market competitors. In response, MAG has developed proposed pay plans and salary adjustment recommendations for current incumbents in included County classifications.

Project Focus

The objectives of the study were to:

Conduct job analysis of included County classifications; Gather salary and compensation data from similar/competitor organizations; Develop a revised classification plan; Develop revised compensation and pay plans; and Work with the County to find a fiscally viable implementation option.

A list of project tasks and activities is indicated by Exhibit 1-1.


EXHIBIT 1-1 Kent County, DE PROJECT TASKS

Project Initiation – Developed project proposal, work plan and timeline. Discussed with County

administration and revised project work plan. Initial Meetings – Met with County administration and management to clearly define the scope, goal(s), and

objective(s) for the proposed study. Developed/Distributed Salary Survey Instrument – Developed a salary survey to gather compensation

information from target organizations for selected County benchmark classifications. Collected/Analyzed Compensation Data – Collected and reviewed compensation data from respondent

organizations. Conducted Job Analysis – Performed analysis of all classifications to develop a job profile. Developed Revised Pay Plans – Developed preliminary proposed pay plans based on the results of the market

salary survey, job analysis and internal equity/external competitiveness considerations. Developed Salary Adjustment Recommendations – Developed salary adjustment recommendations for all

included County classifications based on the revised pay plan(s) and employee classification, longevity in current position and current salary.

Developed & Submitted Draft Report – Developed and submitted a Draft Report for County review

integrating the job analysis, proposed classification and pay plans, salary survey and implementation recommendations.

Draft Report – Incorporated County technical review of Draft Report materials and included final employee

database revisions. Developed & Submitted Final Report – TBD Final Report incorporating information from the County

submitted.

Methodology Overview

To begin the study, MAG requested and reviewed preliminary information and arranged for on-site work with the County. At this time, MAG conducted initial meetings with County administration and reviewed the study process, including:

a Market Salary Survey to be conducted with comparable classifications with a selected group of agencies and employers, mutually agreed upon by the County and MAG.


The study methodology included:

collection of current personnel, human resources and organizational background information; identification and selection of comparable organizations for the market salary survey; identification of classification benchmarks; an analysis with recommendations concerning the relative ranking of County positions to develop

a classification plan that will ensure internal equity; and development of compensation plans that will ensure market competitiveness.

Initial Meetings and Orientation Upon agreement to proceed, the project team met with County management to discuss the study’s objectives, along with the strengths and weaknesses of the current compensation management systems. County management provided input regarding the County’s compensation issues, preferences, and needs of the systems to be developed. MAG’s representatives requested documentation about current compensation and classification programs, met with County management to discuss these systems and developed an understanding of concerns to be addressed. Job Analysis Points of Review MAG developed job profiles for classifications covered in the study, to identify an appropriate pay range. The development of a job profile typically includes various factors, such as: Involvement with Data, People, and Assets Experience/Vocational Requirements Educational/Vocational Requirements Mathematical Requirements Communications Requirements Judgment Requirements Impact of Decisions Complexity of Work Safety of Others Responsibilities Physical Requirements Equipment Usage Unavoidable Hazards

Market Salary Survey The County employs staff in a wide range of jobs that contain a mix of work responsibilities found in both the public and private sectors. The Market Salary Survey reflected the variety of duties and responsibilities in which County employees engage. The Market Salary Survey is one of the key components of a classification and compensation study, as well as one of the more difficult and sensitive activities in the study process. In a collaborative effort with County management, MAG developed a list of target organizations to be surveyed. Upon County approval of the target list, the


survey instrument and the benchmark classifications, MAG conducted the survey and performed the technical analysis and evaluation. Organizations typically included as targets in a salary survey are those that are:

competing with the County for employees, for either lower level or upper level positions;

geographically situated in such a fashion as to almost automatically be considered a competitor;

structured similarly to the County, or providing similar types of services;

attractive to highly valued County employees for one reason or another; and,

within a reasonable commuting distance.

MAG conducted a salary survey of numerous Delaware organizations. Substantial data was generated

for 35 job classes.

MAG tailored the target organizations for positions that would be recruited locally and applied that

data.

Benchmark Classes The job classes included as benchmarks in the survey were clearly and concisely described. All classes had a clear and identifiable relationship to other County classes and were representative of the various functional areas within the various work areas/units. In the survey instrument, each job was carefully described in a class profile. In addition to the statement of job duties and responsibilities, specific information pertaining to the education requirements and work experience needed for the class was included. The respondent’s matching class title and annual minimum and maximum salary was also included in the survey. Because the class profiles were created from the information obtained from current descriptions, validity was built into the process through the class profile methodology. The data from the survey were used to assist with the classification of the various jobs within the pay structure. It is important to note, however, that the market study simply serves as an indicator of market trends and, consequently, the internal job profile is the most critical element in determining pay grade assignment.


Proposed Pay Plan MAG has developed a revised pay plan for County classifications included in the study. Specific details of the plan are provided in report tables following this narrative. The proposed pay plan puts employees into a Unified pay structure.

Implementation Costs Implementation costs in this final report are calculated for employees using MAG’s software. MAG’s recommendations consider the following:

• Any cost to move the incumbent’s salary to the minimum of the proposed pay range; • Placement on the next step in the pay plan structure.

The computer software program, Classification Manager© calculates an exact target salary for each employee based on the above considerations. If the employee’s current salary exceeds the target salary, then the calculations will not provide any further adjustment. No employee is recommended for any decrease in salary. No employee should receive any additional salary adjustments once their salary has reached the maximum of the range. The recommendation is to freeze the salary until there is sufficient market adjustment to provide an increase.

Pay Plan Structure

MAG has established the following pay plan structure: The UNIFIED pay plan. There is an established range width of approximately 46% from minimum to maximum. There is 5% between each grade. The 20 steps are set at 2% between steps.

Plan Implementation

MAG recommends that the new compensation structures go into effect for FY 2021, or as soon as feasible along with the recommended salary adjustments. These recommended changes provide a solid foundation for employee compensation that should serve the County and the employees well as they move into the future.

SECTION 2.0 Selected Compensation Policies



2.0 – Selected Compensation Policies

As part of the overall study, Management Advisory Group typically offers observations and recommendations regarding best practices in compensation policies. These observations are not meant to replace existing policies, but to provide a fresh look and compare the County’s compensation policies against “best practices”. An objective statement of compensation policies also includes the expressed outcome to attract, reward, and retain qualified employees who can help the County achieve its mission. In support of the vision statement, MAG observations may assist the County as it strives to provide a total compensation program that enables the County to:

• attract and retain a high-quality and diverse workforce; • reward and retain qualified employees; • provide a fair and consistent framework for assigning jobs; • maintain salary structures at market competitive levels; • ensure fair and consistent pay practices; • comply with applicable laws and regulations; and, • operate within the constraints of fiscal resources; • be an employer that inspires excellence.

As an employer, the County embraces a fair and equitable compensation plan to support achievement of the following goals. 1. The County strives to provide a total compensation program that is fiscally sound, equitable

and competitive in the defined marketplace. 2. Both benchmarking of select classifications and consideration of the job profile is used as a

best practice for compensation of similar positions. 3. Competitive ranges are established for all positions to provide the flexibility needed to adapt

to market changes, maintain internal equity and address needs of the County that will ensure a high level of service to the residents of the County.

4. Starting pay for new employees is based upon education and work experience related to positional requirements as well as market conditions.

5. Pay adjustments, other than allowances and supplements, are provided to employees when appropriate to address equity, market responsiveness, and consistency in the administration of the County’s compensation program.

6. Employees are eligible for pay increases resulting from true promotions and reclassifications. 7. Part-time/temporary employees may not be eligible for the same benefits as full-time

employees. 8. Fair Labor Standards requirements will be applied fairly and consistently to applicable

positions. 9. Benefit plans and other non-cash compensation plans are reviewed periodically for

competitiveness, cost effectiveness, and their value to employees and the County. 10. Pay ranges for the County job groups are reviewed as needed or required by collective

bargaining agreements, but not less than every four years.

2.0 Kent County, DE


Compensation Policies: The following recommendations cover recommendations for both the implementation of the plan, as well as, the on-going administration of the plan. Numerous opportunities exist for varied work experiences and career advancement within the County. The following outlines how associated pay changes can be administered based on the category of change. All final decisions on the administration of pay are subject to approval by the Levy Court. In all instances of employee/job reassignment, the employee would be placed in the range, not to exceed the maximum of the range unless specifically stated. Unless otherwise stated, any change in pay would be effective with the next full pay period. A. Reclassification 1. When a job has been reclassified to a higher pay grade, the employee’s salary shall increase

at least 8% in the new pay grade that includes the new salary but is not more than the maximum salary of the new pay grade.

For general reclassifications done as a result of an internal or external compensation study, or as a result of a normal budget process review, if the employee has been in the position since on, or before, the first day of the fiscal year, the effective date of any approved change will be the first day of the fiscal year, or the effective date of implementation as approved by the County Commissioners.

Otherwise, for an individual reclassification, done outside the normal budget cycle, the effective date of the pay increase will be consistent with the next full pay period.

Reclassification or changes in pay grade, whether resulting from an internal or external compensation study or individual change in pay grade, shall not be retroactive with respect to calculating the new salary.

Internal Equity Adjustments as a result of the implementation of a system-wide study shall not be subject to the same guidelines as the “Reclassification” guideline. Internal Equity Adjustments can be the result of the application of a formula, applied to all positions in the same pay plan, and are done to ensure that employees’ salaries are internally equitable and are not done to reflect an individual “job audit” of a single member incumbent. Internal Equity Adjustments are also not tied to performance measures. Internal Equity Adjustments, resulting from an internal or external comprehensive review, can be to a higher, or lower, pay grade and are not considered a reclassification, promotion or demotion.

2.0 Kent County, DE


2. When a job has been reclassified to a lower pay grade, the affected employee(s) shall have their pay grade adjusted accordingly.

If, after the pay grade adjustment, the employee(s) salary is greater than the maximum salary of the new pay range, the employee will continue to be paid at the higher rate of pay, the salary would be “frozen” and the employee is typically ineligible for any pay adjustment until the range “catches up” with the salary and allows for movement.

B. Promotion 1. When an employee is promoted, as a result of a job change or job progression, to a higher

pay grade position, within the same, or to a different, salary schedule, the salary placement within the new pay grade shall be determined as follows: apply 8% on the salary of the previous grade/schedule and salary for promotions of one pay grade, and an additional 2.5% for each additional pay grade up to a maximum of 15%. The resulting pay will be no less than the minimum of the new pay grade, but not more than the maximum salary of the assigned pay grade. The effective date will be the day of approval.

2. There may be times when the uniqueness of an individual job and level or necessary skills

required by the County, and not just possessed by the incumbent, may require a higher salary schedule placement than stipulated in this section. Under such circumstances, the County Administrator, or his/her designee, may approve a higher salary step placement within the assigned pay grade.

C. Lateral Transfer

A lateral transfer occurs when an employee is transferred from one job class to another in the same pay grade. When there is no change in pay grade there shall be no adjustment in base salary. A lateral transfer is not considered a reclassification or a promotion.

D. Temporary Assignment(s) 1. “Acting” or temporary assignment(s) occurs when the County recognizes a critical job

assignment need that must be met and cannot be met through the normal recruitment process. This can occur when an unexpected vacancy occurs; when a mission critical job cannot be filled in a timely fashion; or when a mission objective changes abruptly and requires an immediate action.

2. Temporary or “acting” assignment(s) would be anticipated to last more than 30 days, but

less than 6 months. A temporary or “acting” assignment is to fill a vacancy and not to assume the duties of another employee who is on approved leave, i.e. vacation, holiday, medical, or other short-term absence(s).

3. If the position assigned is lower in pay grade this would not result in a lower salary for the

assigned employee even if the employee’s salary exceeded the maximum of the new pay range.

2.0 Kent County, DE


E. Hiring 1. The hire rate for a new employee with no equivalent and/or relevant level experience is

typically the minimum of the salary range to which the job classification is assigned. 2. New hiring rates (or re-hires) for employees may consider directly relevant experience

and/or experience that can be verified by the Human Resources Office. Employees who have left the County and have been officially terminated will be re-hired using this formula and will not be rehired at the previous salary. Re-hires who have left the County’s employ will be considered using the same formula as new hires.

3. Internal Equity is an equally important consideration in filling a vacant position. Before a

salary offer is made, the Human Resources Director will also consider the current salaries, level of education, relevant licenses/certifications and length of service in the same/similar job class or classes of current incumbents. It is the policy of the County to make every effort to avoid inverted salary relationships by bringing in newly hired employees at a salary that exceeds the current salaries of comparably placed existing employees in the same/similar job class.

4. The Human Resources Office may additionally consider a higher salary offer if the open

position is determined to be a “hard to fill” position. “Hard to fill” positions will be determined by the Human Resources Office and will be based on the length of time the position has remained unfilled, the difficulty to recruit, the “mission critical” nature of the work and the market conditions of the position, at the time of a vacancy.

5. Hiring Range is typically considered that span in salary between the minimum of the range

and the market point for most positions. For Directorships or Assistant Director level positions, the qualifications of the applicant and/or the needs of the County should include the discretion to hire anywhere within the range. However, consideration should still be given to existing salaries of other employees who are in directly comparable leadership positions.

F. Maximum of the Range

Ranges are established to reflect the market value of a given job profile and not an incumbent. Once an employee reaches the maximum of his/her assigned range, the salary is frozen, and the employee is not eligible for any additional compensation unless there is a range movement that would result in a higher maximum.

G. Salary Adjustment for Department Directors

There should be some flexibility for making salary adjustments for Departmental Directors beyond an annual increase, when it is based on exceptional performance. The salaries of other substantially equivalent employees should also be given consideration to not create undue inequity in the salary relationships between and among comparable levels of peers.

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Future Salary Adjustment Recommendations

The cost to implement and maintain the compensation system should be driven by changes in the labor market and/or internal relationships and should be applied globally to the system, which, in turn, adjusts each salary range. Compensation systems that are well maintained address two primary issues on an annual basis:

• the cost to maintain competitiveness within the system; and • the cost to adjust individual salaries.

From time to time, the County may determine the need to adjust pay grades/ranges based on some factor, such as the Employment Cost Index (ECI) to maintain competitiveness at salary range minimums and hiring rates, as well as accommodate current incumbent pay progression within the grades. Ideally, funding permitting, the County should conduct a salary/market review periodically to assess market conditions and ensure a competitive posture in personnel recruitment and retention. At this time, a more detailed comparison to the external market, as well as, to immediate competitors can be made using a comprehensive methodology such as that used in this review.

Proposed Compensation Plan

Regardless of an organization's philosophy concerning advancement opportunities afforded to employees, it is essential that movements in the economy, and more specifically, the labor market in which the County competes, be addressed at the system level. Accordingly, salary administration procedures should take their priority based on funding levels and the County’s philosophy on pay.

Placement of Employees Within the New Proposed Ranges

For employees whose current salary level is below the minimum level in the assigned range, the salary level would be the minimum in the proposed range. For employees with current salary levels exceeding the maximum level in the assigned range, the salary would be frozen at that level, and the employee would be ineligible for any merit or cost of living increases until the range is adjusted to allow movement.

No salary for any employee is recommended for reduction. Each employee has a calculated target salary based on being moved to minimum (if applicable) and then placement on the next closest higher step within the range.

Future Administration of the Plan

In order to retain the currency of the plan, the County can establish a maintenance agreement with MAG that would provide a salary survey and a recommended market adjustment of ranges. Under the provisions of MAG’s maintenance agreement, assistance is always available to the County to review requests for reclassification; conduct spot surveys for market sensitive positions; provide ongoing maintenance such as database updates

2.0 Kent County, DE


reflecting current salaries, terminations, and new hires; and develop/change class descriptions.

Proposed Compensation Under the New Plan

The Classification Manager® software has established a target salary for each employee by first calculating the cost to raise the incumbent to the minimum of the new range (if appropriate). A formula is then applied that calculates a target salary for the employee based on the total days of service in his/her proposed job class. This calculation is based on the number of days in the “Years to Maximum” and the difference between the range minimum and maximum, in dollars.

Plan Implementation

MAG recognizes that implementation of the new or revised compensation and classification programs must consider the financial disposition, current salary levels, and other variables unique to the County. Only after all these factors are considered, can a feasible implementation program be designed. MAG has worked to provide an implementation plan that will address the current inequities and will provide a framework for external competitiveness.

It is especially important that during the current economic times that the County retain its highly qualified work force by providing a fair, and competitive, compensation program. Additionally, it is equally important, that the County does not overpay for positions. The proposed implementation plan carefully balances these two important considerations. Career Path vs Career Ladders Career Path vs Career Ladder What is the Difference? A Career Path is a track of employment with a progression of acquired education, experience, achievement and responsibility, moving through job positions within a professional field or organization. For example, an analytical track career path, a managerial track career path, or a quality management track career path. A Career Path is designed to encourage employees to enter a certain field of work (e.g., public health laboratory science) and to explore the possibilities within that field of study. A Career Path for a field of work in laboratory science can begin with a position as a laboratory aide, then a laboratory technician, followed by a laboratory scientist. This career path then opens a wealth of interrelated laboratory science tracks and a professional can move from one track to another over the course of a career. A Career Ladder is a series of steps within a job classification family, each with increasing responsibility as expertise is developed, allowing for recognition of professional growth. The steps in the Career Ladder may require competition for advancement. For example,

2.0 Kent County, DE


progressing through the federal GS system, or moving from a Laboratory Scientist I to Laboratory Scientist II to Laboratory Scientist III. A Career Ladder is designed to encourage and assist staff to further their professional development and to reward them for their commitment to professional growth and excellence without moving to a new career path. Employee Performance and Compensation in the Public Sector The theory of pay for performance is unquestioned. The practice is universal in the private sector and important to the growth of the U.S. economy. Rewarding good performance has gained acceptance in all aspects of life. It’s now a global practice. Government is different from the private sector in three key respects though. Two of those differences—the fact that performance ratings and pay increases are not confidential, and that changes to the system inevitably involve politics—are likely to prompt resistance to program changes. A third difference is that in the private sector, pay for performance triggers continuous attention to performance metrics. For many organizations, the incentives that motivate are the prospect of year-end bonuses and gains from stock ownership. Both reinforce the importance of company success. In business, financial rewards are solidly entrenched. There are four basic requirements of an effective pay for performance system: As a general proposition, we believe there are four fundamental requirements for an effective performance-based pay system: 1. Performance expectations are clearly defined and understood. 2. Performance is measured accurately and communicated effectively by well-intentioned, trained supervisors. 3. The process is managed consistently across the organization. 4. Differences in performance can result in meaningful differences in compensation outcomes. Government’s purpose is to provide critical services requiring collective support through political processes. Effectiveness and cost control are the primary measures of success. In contrast, private sector organizations must create profit to exist, so their standards are different. Use of a pay for performance system is challenging, and requires a fundamental shift in thought processes, operations. It is an effective way of managing limited financial resources and rewarding key performers within government.

SECTION 3.0 Salary Survey Summary and Benefits Review


Min Mid MaxJob Class Title Averages For Each Job Class

Range Width

Min Mid MaxKENT COUNTY

Range Width

Salary Survey Results for KENT COUNTY, DE

CUSTODIAN $23,946 $28,765 $36,036 50.5% $25,071 $28,742 $32,412 29.3%4.5% -0.1% -11.2%

LIBRARY TECHNICIAN $26,778 $33,707 $40,832 52.5% $35,381 $40,575 $45,769 29.4%24.3% 16.9% 10.8%

PARKS WORKER I $29,411 $34,960 $42,444 44.3% $29,815 $34,175 $38,534 29.2%1.4% -2.3% -10.1%

MAINTENANCE MECHANIC I $35,141 $43,019 $53,635 52.6% $32,465 $37,249 $42,033 29.5%-8.2% -15.5% -27.6%

TAX CLERK I $35,667 $43,335 $53,285 49.4% $29,815 $34,175 $38,534 29.2%-19.6% -26.8% -38.3%

HEAVY EQUIPMENT OPERATOR $36,705 $44,205 $55,480 51.2% $38,561 $44,233 $49,904 29.4%4.8% 0.1% -11.2%

ADMINISTRATIVE ASSISTANT $35,519 $44,726 $56,280 58.5% $54,489 $62,479 $70,469 29.3%34.8% 28.4% 20.1%

PERMIT TECHNICIAN II $38,327 $46,648 $57,242 49.4% $38,561 $44,233 $49,904 29.4%0.6% -5.5% -14.7%

PERSONNEL TECHNICIAN I $37,726 $47,030 $58,428 54.9% $35,381 $40,575 $45,769 29.4%-6.6% -15.9% -27.7%

DISPATCHER II $38,258 $47,485 $59,010 54.2% $42,085 $48,261 $54,436 29.3%9.1% 1.6% -8.4%

SENIOR SECRETARY $39,506 $48,743 $60,259 52.5% $38,561 $44,233 $49,904 29.4%-2.5% -10.2% -20.7%

PARAMEDIC I $40,279 $49,627 $67,552 67.7% $45,822 $52,554 $59,286 29.4%12.1% 5.6% -13.9%

WWF PLANT OPERATOR I $41,192 $49,985 $62,450 51.6% $38,561 $44,233 $49,904 29.4%-6.8% -13.0% -25.1%

PROCUREMENT SPECIALIST $41,681 $51,207 $62,195 49.2% $42,085 $48,261 $54,436 29.3%1.0% -6.1% -14.3%

BUILDING CODES INSPECTOR I $42,499 $53,101 $66,234 55.8% $38,561 $44,233 $49,904 29.4%-10.2% -20.0% -32.7%

PLANNER I $45,924 $55,794 $69,462 51.3% $49,984 $57,325 $64,666 29.4%8.1% 2.7% -7.4%

ACCOUNTANT II $45,412 $55,838 $72,026 58.6% $49,984 $57,325 $64,666 29.4%9.1% 2.6% -11.4%

ELECTRICIAN I $46,296 $57,107 $69,875 50.9% $45,822 $52,554 $59,286 29.4%-1.0% -8.7% -17.9%

WWF PLANT OPERATOR IV $49,931 $58,991 $71,338 42.9% $49,984 $57,325 $64,666 29.4%0.1% -2.9% -10.3%

PARAMEDIC II $49,755 $60,396 $77,323 55.4% $49,984 $57,325 $64,666 29.4%0.5% -5.4% -19.6%

RECREATION PROG SUPERVISOR I $49,760 $60,592 $75,085 50.9% $45,822 $52,554 $59,286 29.4%-8.6% -15.3% -26.6%

PROGRAMMER II $50,872 $60,819 $73,151 43.8% $59,377 $68,094 $76,810 29.4%14.3% 10.7% 4.8%

PLANS REVIEWER I $52,484 $61,227 $73,549 40.1% $54,489 $62,479 $70,469 29.3%3.7% 2.0% -4.4%

EMS FIELD SUPERVISOR $60,543 $70,949 $88,511 46.2% $59,377 $68,094 $76,810 29.4%-2.0% -4.2% -15.2%

ACCOUNTING SUPERVISOR $58,844 $72,126 $88,426 50.3% $70,545 $80,902 $91,258 29.4%16.6% 10.8% 3.1%

NETWORK ADMINISTRATOR $58,311 $72,369 $91,461 56.9% $76,894 $88,210 $99,525 29.4%24.2% 18.0% 8.1%

PARKS MAINTENANCE SUPERVISOR $60,989 $73,956 $91,074 49.3% $54,489 $62,479 $70,469 29.3%-11.9% -18.4% -29.2%

WWF FACILITIES SUPERINTENDENT $62,777 $79,193 $97,167 54.8% $64,720 $74,222 $83,724 29.4%3.0% -6.7% -16.1%

PUBLIC INFORMATION OFFICER $63,387 $80,943 $110,427 74.2% $59,377 $68,094 $76,810 29.4%-6.8% -18.9% -43.8%

ENGINEERING PROJECT MANAGER III $66,565 $83,478 $101,933 53.1% $70,545 $80,902 $91,258 29.4%5.6% -3.2% -11.7%

ASST. COUNTY ADMINISTRATOR $76,363 $95,532 $116,183 52.1% $111,000 $122,000 $133,000 19.8%31.2% 21.7% 12.6%

DIRECTOR OF FINANCE $84,415 $106,639 $130,085 54.1% $99,581 $114,200 $128,818 29.4%15.2% 6.6% -1.0%

DIRECTOR OF PUBLIC WORKS $86,143 $108,492 $132,909 54.3% $99,581 $114,200 $128,818 29.4%13.5% 5.0% -3.2%

DIRECTOR OF INFORMATION TECH $83,912 $109,387 $136,000 62.1% $83,814 $96,120 $108,425 29.4%-0.1% -13.8% -25.4%

PERSONNEL DIRECTOR $77,243 $124,212 $130,306 68.7% $76,894 $88,210 $99,525 29.4%-0.5% -40.8% -30.9%

Friday, March 13, 2020 Page 2 of 311:04:20 AM

Min Mid MaxJob Class Title Averages For Each Job Class

Range Width

Min Mid MaxKENT COUNTY

Range Width

Salary Survey Results for KENT COUNTY, DE

$50,645 $63,274 $77,933Survey Averages 53.26% $54,214 $62,024 $69,8336.58% -2.02% -11.60%

28.81%

Friday, March 13, 2020 Page 3 of 311:04:20 AM

41%

33%

Employee Benefits make up what percentage of employee compensation?Benefits Survey for Kent County

Kent County

Market Average

MAG CommentsKent County is above the market average in terms of overall employee compensation.

0%

10%

20%

30%

40%

50%

Kent County, 41%Market Average,

33%

Percentage of Employee Benefits

Kent County YESYes 42.9%No 57.1%

2

Less than half of all agencies provide a cafeteria plan for their employees. Kent County does offer a cafeteria plan.

Benefits Survey for Kent CountyDo you offer a Cafeteria Plan?

MAG Comments

YesNo

Kent County NO 3Yes 57.1%No 42.9%

3 1.00

Benefits Survey for Kent CountyDo you provide benefits for part-time employees?

MAG CommentsSlightly over half of agencies provide benefits for part-time employees. There is no compelling need to make a change.

YesNo


Benefits Survey for Kent CountyDo you have a Tuition/Educational Assistance Policy for employees?

MAG CommentsAll agencies surveyed offer tuition assistance.

YesNo


2

Benefits Survey for Kent CountyDo you provide Education Incentive Pay for degree attainment for employees?

MAG CommentsKent County is one of the few counties surveyed that does offer pay incentives for higher education attainment.

YesNo

Years of Service: 1 3 5 10 15 20+Market Average 38.1 40.4 43.6 46.4 48.3 50.8 0Kent County 40.0 40.0 45.0 48.0 51.0 54.0 0Difference 1.9 (0.4) 1.4 1.6 2.8 3.2 0

Total Leave Days

How many Days of Leave do employees accrue for the following lengths of service?Benefits Survey for Kent County

MAG CommentsKent County is slightly ahead of the market in terms of total leave days provided. There is no compelling need to change.

0.0

10.0

20.0

30.0

40.0

50.0

60.0

1 3 5 10 15 20+Years of Employment

Total Leave Days Accrued

Market AverageKent County

Years of Service: 1 3 5 10 15 20+Market Average 22.6 56.8 82.7 138.8 185.7 225.1 0Kent County 25.0 75.0 105.0 180.0 240.0 240.0 0Difference 2.4 18.2 22.3 41.2 54.3 14.9 0

Benefits Survey for Kent County

MAG CommentsKent County leads the market for days of leave that can be carried over. The County could gradually reduce the number of days carried over.

Total Leave Days

How many Days of Leave earned but not used can be carried over to the next year?

0.0

50.0

100.0

150.0

200.0

250.0

1 3 5 10 15 20+Years of Employment

Total Unused Leave Carried Over to Next Year


57

MAG CommentsKent county offers slighty above average number of bereavement days for local bereavement, but is slightly below average for distant travel. No change is recommended.

Benefits Survey for Kent CountyHow many days of Bereavement Leave do you offer?

0.0

1.0

2.0

3.0

4.0

5.0

6.0

Local Distant

Bereavement Leave Days Allowed


MAG CommentsKent County provides fewer days of leave reimbursed upon termination compared to other agencies.

Benefits Survey for Kent CountyWhat is the maximum number of Accrued Leave Days allowed to be reimbursed upon termination?

0.0 20.0 40.0 60.0 80.0 100.0

Market Average

Kent County

# Days Accrued Leave Payable on Termination

MAG CommentsKent County lags the market in terms of offering shift differential pay, for both second and third shift employees. This differential should be monitored going forward.

Benefits Survey for Kent CountyWhat are the Shift Differentials (in dollars per hour) for employees?

$0.00

$0.25

$0.50

$0.75

$1.00

$1.25

Shift Differentials



MAG CommentsKent County is consistent with the market in terms of offering pay to on-call and standby employees.

Benefits Survey for Kent CountyAre employees compensated for Standby or On-call status?

Yes

No

Benefits Survey for Kent CountyWhat is the daily additional compensation rate for employees on Standby or On-call Status?

MAG CommentsKent County is slightly ahead of the average in terms of additional compensation to its on-call employees.

$0.00

$2.00

$4.00

$6.00

$8.00

$10.00

$12.00

$14.00

$16.00



Benefits Survey for Kent CountyDoes Standby Status require employees to remain on call via cell phone?

MAG CommentsKent County and the majority of respondents require their on-call employees to remain on-call via their cell phones.

YesNo

Benefits Survey for Kent CountyHow many days in an "Acting" or "Temporary" capacity, at a higher level of work, before employees receive additional compensation?

Kent County is well ahead of the average number of days before compensation is offered to "acting" or "temporary" employees who are working in a higher level position.

MAG Comments

0 5 10 15

Market Average

Kent County

Days Required for Additional Compensation


Benefits Survey for Kent CountyDoes your organization provide "take-home" vehicles for employees?

MAG CommentsKent County and the majority of respondents do provide "take-home" vehicles for certain employees within their organization.

Yes

No

Kent County NOYes 57.1%No 42.9%

MAG CommentsA slight majority of respondents offer department heads a vehicle allowance.

Benefits Survey for Kent CountyDoes your organization offer Department Heads a vehicle allowance?

YesNo


Benefits Survey for Kent CountyAre Exempt Employees (under FLSA) paid overtime?

MAG CommentsMost exempt emplyees are not paid overtime. Kent County is among the majority and should not change this policy.

Yes

No


MAG CommentsKent County does not offer comp time in lieu of paying their exempt employees overtime. Some employers provide comp time; the County is not compelled to do so.

Benefits Survey for Kent CountyAre Exempt Employees (under FLSA) provided compensatory time for overtime hours worked?

Yes

No


Benefits Survey for Kent CountyAre you Self-Insured?

MAG CommentsKent County is not a self-insured county. The majority of respondents are self-insured.

Yes

No

HMO PPO POSKent County NO YES NO

Yes 53.3% 80.0% 33.3%No 46.7% 20.0% 66.7%

Benefits Survey for Kent CountyWhat kind of Health Insurance plan do you offer?

MAG CommentsKent County and the majority of respondents offer their employees PPO health insurance policies.

HMO Offered

Yes

No

PPO Offered

Yes

No

POS Offered

Yes

No

Organization Max %Employer

Contribution Max %Employer





ContributionMarket Average $8,706 85 $8,151 $23,788 81 $19,952 $8,706 87 $8,040 $26,210 69 $22,203 $8,706 82 $7,892 $21,724 80 $17,456Kent County $0 0 $0 $0 0 $0 $12,751 93 $11,858 $24,679 80 $19,743 $0 0 $0 $0 0 $0

Benefits Survey for Kent CountyWhat is the maximum dollar amount and percentage of premium paid by the employer to employees and/or dependents for the following insurances?

Kent County is slightly above average for the average amount for employer contributions to employee healthcare., and well above the average amount for dependent healthcare.

MAG Comments

EmployeePOS

DependentDependentHMO

Emp DepPPO

Employee

Organization Max %Employer








ContributionMarket Average $402 82 $370 $1,453 78 $1,126 $60 84 $52 95 90Kent County $372 90 $335 $0 0 $0 $0 0 $0 $0 100 $0 $0 0 $0 $0 0 $0 $0 0 $0 $0 0 $0

MAG CommentsWhat is the maximum dollar amount and percentage of premium paid by the employer to employees and/or dependents for the following insurances?

Benefits Survey for Kent County

CancerInsurance

Dental InsuranceEmployee Dependent

VisionCare

LifeInsurance

Short TermDisability

Long TermDisability

NursingHome

Kent County is slightly above the average amount contributed for dental care, and life insurance. The County may consider offering vision care as well.

Retirement Defined BenefitDefined

ContributionKent County YES YES NO

Yes 100.0% 73.3% 40.0%No 0.0% 26.7% 60.0%

Retirement Plan?

Defined Benefit?

Defined Contribution?

Minimum Years of Service to be Fully Vested in Plan

Market Average 8Kent County YES Yes No 8

Benefits Survey for Kent CountyDo you offer an Employee Retirement Plan?

MAG CommentsKent County and all respondents do offer a retirment plan with the same number of vesting years (8). No change is suggested.

100%

0%Retirement Plan

YesNo

40%

60%

Defined Contribution

YesNo

73%

27%

Defined Benefit

YesNo

SECTION 4.0 Annual and Hourly Pay Tables


Pay Plan:» UnifiedGrade

Kent County, DE

Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11 Step 20Step 13 Step 1 4 Step 15 Step 16 Step 17 Step 18 Step 19Step 12

101 21,451 21,880 22,318 22,764 23,219 23,684 24,157 24,640 25,133 25,636 26,149 26,671 27,205 27,749 28,304 28,870 29,447 30,036 30,637 31,250

102 22,523 22,974 23,433 23,902 24,380 24,868 25,365 25,872 26,390 26,918 27,456 28,005 28,565 29,136 29,719 30,314 30,920 31,538 32,169 32,813

103 23,650 24,123 24,605 25,097 25,599 26,111 26,633 27,166 27,709 28,263 28,829 29,405 29,993 30,593 31,205 31,829 32,466 33,115 33,777 34,453

104 24,832 25,329 25,835 26,352 26,879 27,417 27,965 28,524 29,095 29,677 30,270 30,876 31,493 32,123 32,765 33,421 34,089 34,771 35,466 36,176

105 26,074 26,595 27,127 27,670 28,223 28,787 29,363 29,950 30,550 31,160 31,784 32,419 33,068 33,729 34,404 35,092 35,794 36,509 37,240 37,985

106 27,377 27,925 28,483 29,053 29,634 30,227 30,831 31,448 32,077 32,719 33,373 34,040 34,721 35,416 36,124 36,846 37,583 38,335 39,102 39,884

107 28,746 29,321 29,908 30,506 31,116 31,738 32,373 33,020 33,681 34,354 35,042 35,742 36,457 37,186 37,930 38,689 39,462 40,252 41,057 41,878

108 30,184 30,787 31,403 32,031 32,672 33,325 33,992 34,671 35,365 36,072 36,794 37,529 38,280 39,046 39,827 40,623 41,435 42,264 43,109 43,972

109 31,693 32,327 32,973 33,633 34,305 34,991 35,691 36,405 37,133 37,876 38,633 39,406 40,194 40,998 41,818 42,654 43,507 44,377 45,265 46,170

110 33,277 33,943 34,622 35,314 36,021 36,741 37,476 38,225 38,990 39,770 40,565 41,376 42,204 43,048 43,909 44,787 45,683 46,596 47,528 48,479

111 34,941 35,640 36,353 37,080 37,822 38,578 39,350 40,137 40,939 41,758 42,593 43,445 44,314 45,200 46,104 47,026 47,967 48,926 49,905 50,903

112 36,688 37,422 38,171 38,934 39,713 40,507 41,317 42,143 42,986 43,846 44,723 45,617 46,530 47,460 48,409 49,378 50,365 51,372 52,400 53,448

113 38,523 39,293 40,079 40,881 41,698 42,532 43,383 44,251 45,136 46,038 46,959 47,898 48,856 49,833 50,830 51,846 52,883 53,941 55,020 56,121

114 40,449 41,258 42,083 42,925 43,783 44,659 45,552 46,463 47,392 48,340 49,307 50,293 51,299 52,325 53,371 54,439 55,528 56,638 57,771 58,927

115 42,471 43,321 44,187 45,071 45,972 46,892 47,830 48,786 49,762 50,757 51,772 52,808 53,864 54,941 56,040 57,161 58,304 59,470 60,659 61,873

116 44,595 45,487 46,397 47,325 48,271 49,236 50,221 51,226 52,250 53,295 54,361 55,448 56,557 57,688 58,842 60,019 61,219 62,443 63,692 64,967

117 46,825 47,761 48,716 49,691 50,685 51,698 52,732 53,787 54,863 55,960 57,079 58,220 59,385 60,573 61,784 63,020 64,280 65,566 66,877 68,215

118 49,166 50,149 51,152 52,175 53,219 54,283 55,369 56,476 57,606 58,758 59,933 61,132 62,354 63,601 64,873 66,171 67,494 68,844 70,221 71,626

119 51,624 52,657 53,710 54,784 55,880 56,997 58,137 59,300 60,486 61,696 62,930 64,188 65,472 66,781 68,117 69,479 70,869 72,286 73,732 75,207

120 54,205 55,290 56,395 57,523 58,674 59,847 61,044 62,265 63,510 64,780 66,076 67,398 68,745 70,120 71,523 72,953 74,412 75,900 77,418 78,967

121 56,916 58,054 59,215 60,399 61,607 62,839 64,096 65,378 66,686 68,019 69,380 70,767 72,183 73,626 75,099 76,601 78,133 79,695 81,289 82,916

122 59,762 60,957 62,176 63,419 64,688 65,981 67,301 68,647 70,020 71,420 72,849 74,306 75,792 77,308 78,854 80,431 82,039 83,680 85,354 87,061

123 62,750 64,005 65,285 66,590 67,922 69,281 70,666 72,079 73,521 74,991 76,491 78,021 79,581 81,173 82,796 84,452 86,141 87,864 89,621 91,414

124 65,887 67,205 68,549 69,920 71,318 72,745 74,199 75,683 77,197 78,741 80,316 81,922 83,561 85,232 86,936 88,675 90,448 92,257 94,103 95,985

125 69,181 70,565 71,976 73,416 74,884 76,382 77,909 79,468 81,057 82,678 84,332 86,018 87,739 89,493 91,283 93,109 94,971 96,870 98,808 100,784

126 72,641 74,093 75,575 77,087 78,628 80,201 81,805 83,441 85,110 86,812 88,548 90,319 92,125 93,968 95,847 97,764 99,719 101,714 103,748 105,824

127 76,273 77,798 79,354 80,941 82,560 84,211 85,895 87,613 89,365 91,153 92,976 94,835 96,732 98,666 100,640 102,652 104,705 106,800 108,935 111,115

128 80,086 81,688 83,322 84,988 86,688 88,421 90,190 91,994 93,834 95,710 97,624 99,577 101,568 103,600 105,672 107,785 109,941 112,140 114,382 116,671

129 84,090 85,772 87,488 89,237 91,022 92,843 94,699 96,593 98,525 100,496 102,506 104,556 106,647 108,780 110,955 113,174 115,438 117,746 120,101 122,504

130 88,295 90,061 91,862 93,699 95,573 97,485 99,434 101,423 103,451 105,520 107,631 109,783 111,979 114,219 116,503 118,833 121,210 123,634 126,106 128,629

131 92,710 94,564 96,455 98,384 100,352 102,359 104,406 106,494 108,624 110,796 113,012 115,273 117,578 119,930 122,328 124,775 127,270 129,815 132,412 135,061

132 97,345 99,292 101,278 103,303 105,369 107,477 109,626 111,819 114,055 116,336 118,663 121,036 123,457 125,926 128,445 131,013 133,634 136,306 139,032 141,814

133 102,212 104,257 106,342 108,469 110,638 112,851 115,108 117,410 119,758 122,153 124,596 127,088 129,630 132,222 134,867 137,564 140,315 143,122 145,984 148,904

134 107,323 109,470 111,659 113,892 116,170 118,493 120,863 123,280 125,746 128,261 130,826 133,442 136,111 138,833 141,610 144,442 147,331 150,278 153,283 156,350

135 112,689 114,943 117,242 119,587 121,978 124,418 126,906 129,444 132,033 134,674 137,367 140,115 142,917 145,775 148,691 151,664 154,698 157,792 160,947 164,167

136 118,324 120,690 123,104 125,566 128,077 130,639 133,252 135,917 138,635 141,408 144,236 147,120 150,063 153,064 156,125 159,248 162,433 165,681 168,995 172,375

137 124,240 126,725 129,259 131,844 134,481 137,171 139,914 142,712 145,567 148,478 151,447 154,476 157,566 160,717 163,931 167,210 170,554 173,965 177,444 180,994

138 130,452 133,061 135,722 138,437 141,205 144,029 146,910 149,848 152,845 155,902 159,020 162,200 165,444 168,753 172,128 175,570 179,082 182,663 186,317 190,044

139 136,975 139,714 142,508 145,358 148,265 151,231 154,255 157,340 160,487 163,697 166,971 170,310 173,716 177,191 180,734 184,349 188,036 191,797 195,632 199,546

140 143,823 146,700 149,634 152,626 155,679 158,792 161,968 165,207 168,512 171,882 175,319 178,826 182,402 186,050 189,771 193,566 197,438 201,386 205,414 209,523

141 151,014 154,035 157,115 160,258 163,463 166,732 170,066 173,468 176,937 180,476 184,085 187,767 191,522 195,353 199,260 203,245 207,310 211,456 215,685 220,000

142 158,565 161,736 164,971 168,270 171,636 175,068 178,570 182,141 185,784 189,500 193,290 197,155 201,098 205,120 209,223 213,407 217,675 222,029 226,469 231,000

143 166,493 169,823 173,220 176,684 180,218 183,822 187,498 191,248 195,073 198,975 202,954 207,013 211,153 215,376 219,684 224,077 228,559 233,130 237,793 242,550

144 174,818 178,314 181,881 185,518 189,228 193,013 196,873 200,811 204,827 208,923 213,102 217,364 221,711 226,145 230,668 235,281 239,987 244,786 249,682 254,677

145 183,559 187,230 190,975 194,794 198,690 202,664 206,717 210,851 215,068 219,369 223,757 228,232 232,796 237,452 242,201 247,045 251,986 257,026 262,166 267,411

146 192,737 196,592 200,523 204,534 208,624 212,797 217,053 221,394 225,822 230,338 234,945 239,643 244,436 249,325 254,311 259,398 264,585 269,877 275,275 280,782

Friday, March 13, 2020 11:08:37 AM Page 1


Kent County, DE


147 202,374 206,421 210,550 214,760 219,056 223,437 227,905 232,463 237,113 241,855 246,692 251,626 256,658 261,791 267,027 272,367 277,815 283,371 289,038 294,821

148 212,492 216,742 221,077 225,498 230,008 234,609 239,301 244,087 248,968 253,948 259,026 264,207 269,491 274,881 280,378 285,986 291,705 297,539 303,490 309,562

149 223,117 227,579 232,131 236,773 241,509 246,339 251,266 256,291 261,417 266,645 271,978 277,417 282,966 288,625 294,397 300,285 306,291 312,416 318,665 325,040

Friday, March 13, 2020 11:08:38 AM Page 2


Kent County, DE


DRAFT

2080Annual Hours

101 10.31 10.52 10.73 10.94 11.16 11.39 11.61 11.85 12.08 12.32 12.57 12.82 13.08 13.34 13.61 13.88 14.16 14.44 14.73 15.02

102 10.83 11.05 11.27 11.49 11.72 11.96 12.19 12.44 12.69 12.94 13.20 13.46 13.73 14.01 14.29 14.57 14.87 15.16 15.47 15.78

103 11.37 11.60 11.83 12.07 12.31 12.55 12.80 13.06 13.32 13.59 13.86 14.14 14.42 14.71 15.00 15.30 15.61 15.92 16.24 16.56

104 11.94 12.18 12.42 12.67 12.92 13.18 13.44 13.71 13.99 14.27 14.55 14.84 15.14 15.44 15.75 16.07 16.39 16.72 17.05 17.39

105 12.54 12.79 13.04 13.30 13.57 13.84 14.12 14.40 14.69 14.98 15.28 15.59 15.90 16.22 16.54 16.87 17.21 17.55 17.90 18.26

106 13.16 13.43 13.69 13.97 14.25 14.53 14.82 15.12 15.42 15.73 16.04 16.37 16.69 17.03 17.37 17.71 18.07 18.43 18.80 19.17

107 13.82 14.10 14.38 14.67 14.96 15.26 15.56 15.88 16.19 16.52 16.85 17.18 17.53 17.88 18.24 18.60 18.97 19.35 19.74 20.13

108 14.51 14.80 15.10 15.40 15.71 16.02 16.34 16.67 17.00 17.34 17.69 18.04 18.40 18.77 19.15 19.53 19.92 20.32 20.73 21.14

109 15.24 15.54 15.85 16.17 16.49 16.82 17.16 17.50 17.85 18.21 18.57 18.95 19.32 19.71 20.10 20.51 20.92 21.34 21.76 22.20

110 16.00 16.32 16.65 16.98 17.32 17.66 18.02 18.38 18.75 19.12 19.50 19.89 20.29 20.70 21.11 21.53 21.96 22.40 22.85 23.31

111 16.80 17.13 17.48 17.83 18.18 18.55 18.92 19.30 19.68 20.08 20.48 20.89 21.30 21.73 22.17 22.61 23.06 23.52 23.99 24.47

112 17.64 17.99 18.35 18.72 19.09 19.47 19.86 20.26 20.67 21.08 21.50 21.93 22.37 22.82 23.27 23.74 24.21 24.70 25.19 25.70

113 18.52 18.89 19.27 19.65 20.05 20.45 20.86 21.27 21.70 22.13 22.58 23.03 23.49 23.96 24.44 24.93 25.42 25.93 26.45 26.98

114 19.45 19.84 20.23 20.64 21.05 21.47 21.90 22.34 22.78 23.24 23.71 24.18 24.66 25.16 25.66 26.17 26.70 27.23 27.77 28.33

115 20.42 20.83 21.24 21.67 22.10 22.54 23.00 23.45 23.92 24.40 24.89 25.39 25.90 26.41 26.94 27.48 28.03 28.59 29.16 29.75

116 21.44 21.87 22.31 22.75 23.21 23.67 24.14 24.63 25.12 25.62 26.14 26.66 27.19 27.73 28.29 28.86 29.43 30.02 30.62 31.23

117 22.51 22.96 23.42 23.89 24.37 24.85 25.35 25.86 26.38 26.90 27.44 27.99 28.55 29.12 29.70 30.30 30.90 31.52 32.15 32.80

118 23.64 24.11 24.59 25.08 25.59 26.10 26.62 27.15 27.70 28.25 28.81 29.39 29.98 30.58 31.19 31.81 32.45 33.10 33.76 34.44

119 24.82 25.32 25.82 26.34 26.87 27.40 27.95 28.51 29.08 29.66 30.25 30.86 31.48 32.11 32.75 33.40 34.07 34.75 35.45 36.16

120 26.06 26.58 27.11 27.66 28.21 28.77 29.35 29.94 30.53 31.14 31.77 32.40 33.05 33.71 34.39 35.07 35.78 36.49 37.22 37.96

121 27.36 27.91 28.47 29.04 29.62 30.21 30.82 31.43 32.06 32.70 33.36 34.02 34.70 35.40 36.11 36.83 37.56 38.32 39.08 39.86

122 28.73 29.31 29.89 30.49 31.10 31.72 32.36 33.00 33.66 34.34 35.02 35.72 36.44 37.17 37.91 38.67 39.44 40.23 41.04 41.86

123 30.17 30.77 31.39 32.01 32.65 33.31 33.97 34.65 35.35 36.05 36.77 37.51 38.26 39.03 39.81 40.60 41.41 42.24 43.09 43.95

124 31.68 32.31 32.96 33.62 34.29 34.97 35.67 36.39 37.11 37.86 38.61 39.39 40.17 40.98 41.80 42.63 43.48 44.35 45.24 46.15

125 33.26 33.93 34.60 35.30 36.00 36.72 37.46 38.21 38.97 39.75 40.54 41.35 42.18 43.03 43.89 44.76 45.66 46.57 47.50 48.45

126 34.92 35.62 36.33 37.06 37.80 38.56 39.33 40.12 40.92 41.74 42.57 43.42 44.29 45.18 46.08 47.00 47.94 48.90 49.88 50.88

127 36.67 37.40 38.15 38.91 39.69 40.49 41.30 42.12 42.96 43.82 44.70 45.59 46.51 47.44 48.38 49.35 50.34 51.35 52.37 53.42

128 38.50 39.27 40.06 40.86 41.68 42.51 43.36 44.23 45.11 46.01 46.93 47.87 48.83 49.81 50.80 51.82 52.86 53.91 54.99 56.09

129 40.43 41.24 42.06 42.90 43.76 44.64 45.53 46.44 47.37 48.32 49.28 50.27 51.27 52.30 53.34 54.41 55.50 56.61 57.74 58.90

130 42.45 43.30 44.16 45.05 45.95 46.87 47.80 48.76 49.74 50.73 51.75 52.78 53.84 54.91 56.01 57.13 58.27 59.44 60.63 61.84

131 44.57 45.46 46.37 47.30 48.25 49.21 50.20 51.20 52.22 53.27 54.33 55.42 56.53 57.66 58.81 59.99 61.19 62.41 63.66 64.93

132 46.80 47.74 48.69 49.67 50.66 51.67 52.70 53.76 54.83 55.93 57.05 58.19 59.35 60.54 61.75 62.99 64.25 65.53 66.84 68.18

133 49.14 50.12 51.13 52.15 53.19 54.26 55.34 56.45 57.58 58.73 59.90 61.10 62.32 63.57 64.84 66.14 67.46 68.81 70.18 71.59

134 51.60 52.63 53.68 54.76 55.85 56.97 58.11 59.27 60.45 61.66 62.90 64.16 65.44 66.75 68.08 69.44 70.83 72.25 73.69 75.17

135 54.18 55.26 56.37 57.49 58.64 59.82 61.01 62.23 63.48 64.75 66.04 67.36 68.71 70.08 71.49 72.92 74.37 75.86 77.38 78.93

136 56.89 58.02 59.18 60.37 61.58 62.81 64.06 65.34 66.65 67.98 69.34 70.73 72.15 73.59 75.06 76.56 78.09 79.65 81.25 82.87

137 59.73 60.93 62.14 63.39 64.65 65.95 67.27 68.61 69.98 71.38 72.81 74.27 75.75 77.27 78.81 80.39 82.00 83.64 85.31 87.02

138 62.72 63.97 65.25 66.56 67.89 69.24 70.63 72.04 73.48 74.95 76.45 77.98 79.54 81.13 82.75 84.41 86.10 87.82 89.58 91.37

139 65.85 67.17 68.51 69.88 71.28 72.71 74.16 75.64 77.16 78.70 80.27 81.88 83.52 85.19 86.89 88.63 90.40 92.21 94.05 95.94

DRAFT Friday, March 13, 2020 11:10:47 AM


Kent County, DE


DRAFT

2080Annual Hours

140 69.15 70.53 71.94 73.38 74.85 76.34 77.87 79.43 81.02 82.64 84.29 85.97 87.69 89.45 91.24 93.06 94.92 96.82 98.76 100.73

141 72.60 74.06 75.54 77.05 78.59 80.16 81.76 83.40 85.07 86.77 88.50 90.27 92.08 93.92 95.80 97.71 99.67 101.66 103.69 105.77

142 76.23 77.76 79.31 80.90 82.52 84.17 85.85 87.57 89.32 91.11 92.93 94.79 96.68 98.62 100.59 102.60 104.65 106.74 108.88 111.06

143 80.04 81.65 83.28 84.94 86.64 88.38 90.14 91.95 93.79 95.66 97.57 99.53 101.52 103.55 105.62 107.73 109.88 112.08 114.32 116.61

144 84.05 85.73 87.44 89.19 90.98 92.79 94.65 96.54 98.47 100.44 102.45 104.50 106.59 108.72 110.90 113.12 115.38 117.69 120.04 122.44

145 88.25 90.01 91.81 93.65 95.52 97.43 99.38 101.37 103.40 105.47 107.58 109.73 111.92 114.16 116.44 118.77 121.15 123.57 126.04 128.56

146 92.66 94.52 96.41 98.33 100.30 102.31 104.35 106.44 108.57 110.74 112.95 115.21 117.52 119.87 122.27 124.71 127.20 129.75 132.34 134.99

147 97.30 99.24 101.23 103.25 105.32 107.42 109.57 111.76 114.00 116.28 118.60 120.97 123.39 125.86 128.38 130.95 133.56 136.24 138.96 141.74

148 102.16 104.20 106.29 108.41 110.58 112.79 115.05 117.35 119.70 122.09 124.53 127.02 129.56 132.15 134.80 137.49 140.24 143.05 145.91 148.83

149 107.27 109.41 111.60 113.83 116.11 118.43 120.80 123.22 125.68 128.19 130.76 133.37 136.04 138.76 141.54 144.37 147.26 150.20 153.20 156.27

DRAFT Friday, March 13, 2020 11:10:48 AM

Min Max

Pay Plan Unified

Grade

Proposed Pay Bands - Kent County, DE

Annual Width

$21,451 $31,250101 45.68%

$22,523 $32,813102 45.68%

$23,650 $34,453103 45.68%

$24,832 $36,176104 45.68%

$26,074 $37,985105 45.68%

$27,377 $39,884106 45.68%

$28,746 $41,878107 45.68%

$30,184 $43,972108 45.68%

$31,693 $46,170109 45.68%

$33,277 $48,479110 45.68%

$34,941 $50,903111 45.68%

$36,688 $53,448112 45.68%

$38,523 $56,121113 45.68%

$40,449 $58,927114 45.68%

$42,471 $61,873115 45.68%

$44,595 $64,967116 45.68%

$46,825 $68,215117 45.68%

$49,166 $71,626118 45.68%

$51,624 $75,207119 45.68%

$54,205 $78,967120 45.68%

$56,916 $82,916121 45.68%

$59,762 $87,061122 45.68%

$62,750 $91,414123 45.68%

$65,887 $95,985124 45.68%

$69,181 $100,784125 45.68%

$72,641 $105,824126 45.68%

$76,273 $111,115127 45.68%

$80,086 $116,671128 45.68%

Friday, March 13, 2020 Page 211:16 AM

Min Max

Pay Plan Unified

Grade

Proposed Pay Bands - Kent County, DE

Annual Width

$84,090 $122,504129 45.68%

$88,295 $128,629130 45.68%

$92,710 $135,061131 45.68%

$97,345 $141,814132 45.68%

$102,212 $148,904133 45.68%

$107,323 $156,350134 45.68%

$112,689 $164,167135 45.68%

$118,324 $172,375136 45.68%

$124,240 $180,994137 45.68%

$130,452 $190,044138 45.68%

$136,975 $199,546139 45.68%

$143,823 $209,523140 45.68%

$151,014 $220,000141 45.68%

$158,565 $231,000142 45.68%

$166,493 $242,550143 45.68%

$174,818 $254,677144 45.68%

$183,559 $267,411145 45.68%

$192,737 $280,782146 45.68%

$202,374 $294,821147 45.68%

$212,492 $309,562148 45.68%

$223,117 $325,040149 45.68%

Friday, March 13, 2020 Page 311:16 AM

SECTION 5.0 Proposed Pay Plan


Ann Min Ann Max

Kent County, DE

Code Proposed Class Title Hrly Min Hrly Max

Proposed Pay Plans

Unified$24,832 $36,176104 $11.94 $17.39

CustodianCUST

$26,074 $37,985105 $12.54 $18.26

Mailroom ClerkMC

$28,746 $41,878107 $13.82 $20.13

Library Technician ILITN

License Specialist ILICS

$30,184 $43,972108 $14.51 $21.14

Archives Record ClerkARC

Office AssistantCLK

$31,693 $46,170109 $15.24 $22.20

Deed Clerk IDCI

Library Technician IILTII

License Specialist IILIC2

Wills Clerk IWC1

$34,941 $50,903111 $16.80 $24.47

Maintenance Worker IMWR1

Parks Worker IPWR1

Tax Clerk ITXC1

$36,688 $53,448112 $17.64 $25.70

Custodian SupervisorCSTS

Deed Clerk IIDEC2

Deputy Clerk of the PeaceDCOP

Electrician's Helper IEH1

Office Support Specialist ISECT I

Permit Technician IPTNI

Planning Technician IPLANT1

Property Specialist IPSP1

Utility LocatorUTLC

W/WW Maintenance Mechanic IMMCI

Wills Clerk IIWCII

$38,523 $56,121113 $18.52 $26.98

Biosolids TechnicianBIO

Heavy Equipment Operator IHEQO

Maintenance Worker IIMW3

Parks Worker IIPW2

Tax Clerk IITXC2

W/WW Plant Operator TraineeWPOT

$40,449 $58,927114 $19.45 $28.33

Account Specialist IASP1

Assessor IAS1

Deputy Register of WillsDROW

Dispatcher IDIS1

Electrician's Helper IIEH2

Friday, March 13, 2020 Page 211:18:19 AM

Ann Min Ann Max

Kent County, DE


Proposed Pay Plans

Unified$40,449 $58,927114 $19.45 $28.33

Engineering Technician IENT1

Environmental Technician IENVT1

GIS Technician IGT1W

Human Resource Technician IPER1

Office Support Specialist IIOSS II

Permit Technician IIPTN2

Planning Technician IIPLT2

Property Specialist IIPSP2

W/WW Maintenance Mechanic IIMMC2

$42,471 $61,873115 $20.42 $29.75

Account Specialist IIASP2

Biosolids Plant Operator IBIS1

Computer Systems Specialist ICSS1

Deed Clerk IIIDC3

Heavy Equipment Operator IIHOP2

Library AssociateLBCR

Maintenance Worker IIIMMW3

Parks Worker IIIPWR3

Property Specialist IIIPSP3

Tax Clerk IIITXC3

W/WW Plant Operator IWPOP

$44,595 $64,967116 $21.44 $31.23

Administrative AssistantADAS

Assessor IIASII

Building Codes Inspector IBCII

Computer Support Technician ICSTI

Deputy Recorder of DeedsDROD

Dispatcher IIDIS2

Engineering Technician IIETN2

GIS Technician IIGIST2PW

Housing and Community Development SpecialistHCDS

Human Resources Technician IIPERT2

Permit Technician SupervisorPTN3

Procurement SpecialistPROS

W/WW Laboratory Technician IWLT1

W/WW Maintenance Mechanic IIIMMC3

W/WW Plant Operator IIPLO2

$46,825 $68,215117 $22.51 $32.80

Account Specialist IIIASP3

Biosolids Plant Operator IIBISII

Chief Deputy Register of WillsCDRW

Computer Support Technician IICSS2

Deputy SheriffDESH

Engineering Project SpecialistEPM1

Environmental Technician IIENT2

Paramedic IPAR1


Ann Min Ann Max

Kent County, DE


Proposed Pay Plans

Unified$49,166 $71,626118 $23.64 $34.44

Accountant IACT1

AppraiserAPPR

Biosolids Technician, SeniorBIO3

Computer Programmer IPRGI

Dispatcher IIIDIS3

ElectricianELE2

Executive AssistantEXASST

GIS AdministratorGISA

Planner IPLR1

Plans Reviewer IPLRV1

Projects CoordinatorPRCR

Recreation Prog Supervisor IRPS1

W/WW Laboratory Technician IIWLT2

W/WW Maintenance ForemanWFFW

W/WW Plant Operator IIIWOP3

$51,624 $75,207119 $24.82 $36.16

Accountant IIACT2

Building Codes Inspector IIBCI2

Chief Deputy SheriffCDSH

Computer Programmer IIPRG2

Electrician, SeniorELE3

Engineering Project Manager IEPMI

Media Support CoordinatorMESY

Paramedic IIPAR2

Parks Maintenance SupervisorPMSP

Utilities Construction CoordinUCCR

$54,205 $78,967120 $26.06 $37.96

Administrative Officer- Emer ManagementAOEP

Appraisal Systems AdministratorASAD

Facilities DirectorADFD

Housing and Community Development SupervisorHCDSUP

Network Specialist INETS

Plans Reviewer IIPLRV2

Recreation Prog Supervisor IIRPS2

W/WW Lab SupervisorWOPF

W/WW Maintenance SupervisorWWWMS

W/WW Plant Operator IVWPO4

$56,916 $82,916121 $27.36 $39.86

Accountant IIIACT3

Building Codes Inspector IIIBCI3

Engineering Project Manager IIEPM2

Network Specialist IINTII

Operations Supp Officer Em ComOPOC

Paramedic IIIPAR3

Planner IIPLAN2

Senior Code Enforcement OfficerSCEO


Ann Min Ann Max

Kent County, DE


Proposed Pay Plans

Unified$59,762 $87,061122 $28.73 $41.86

Account AnalystAA13

Payroll AdministratorPYAD

W/WW Electronics ForemanWEFR

$62,750 $91,414123 $30.17 $43.95

Administrative Officer - Emer CommunicationsAOEC

Assessment SupervisorASSS

Audit AnalystAUDA

Computer Systems AdministratorPRAN

EMS Field SupervisorEMFS

EMS Special Operations SuperESOS

Inspections SupervisorINSP

W/WW Operations SupervisorOPSU

$65,887 $95,985124 $31.68 $46.15

Accounting SupervisorACTS

Assistant Dir Parks and RecreationADPR

County LibrarianATLS

Planning SupervisorPLSU

Public Information OfficerPIFO

Technology AdministratorTEAD

W/WW Facilities SuperintendentWFSP

$69,181 $100,784125 $33.26 $48.45

Database AdministratorDBAD

EMS Administrative OfficerADEM

Engineering Project Manager IIIEPM3

Environmental Program ManagerENPM

Network AdministratorNTAD

$72,641 $105,824126 $34.92 $50.88

Assistant Dir Pub Works-WWFAWWF

Assistant Dir Public Safety - Emer CommASPS

Wastewater Operations EngineerWOENG

$76,273 $111,115127 $36.67 $53.42

Assistant County AdministratorASCA

Assistant Dir Planning ServicesATPL

Assistant Dir Public Safety-EMSATEM

Assistant Director-FinanceATFI

Director of Human ResoursesPERD

$88,295 $128,629130 $42.45 $61.84

Assistant Dir Pub Works - EngineeringAENG

$92,710 $135,061131 $44.57 $64.93

Director of Community ServicesDCSV

Director of Information TechnologyDRIT

$102,212 $148,904133 $49.14 $71.59

Director of Planning ServicesDPLN


Ann Min Ann Max

Kent County, DE


Proposed Pay Plans

Unified$102,212 $148,904133 $49.14 $71.59

Director of Public SafetyDPUS

$107,323 $156,350134 $51.60 $75.17

Director of FinanceDFIN

Director of Public WorksDPUW

$130,452 $190,044138 $62.72 $91.37

County AdministratorCYAD

160 Active Proposed Classes in the Unified Pay Plan


Ann Min Ann Max

Kent County, DE


Proposed Pay Plans

160 Active Classes in Kent County, DE


SECTION 6.0 Alphabetical Listing of Classifications


Proposed Class List By Title

Kent County, DE

Proposed Class Title Code Pay Plan Grade Min Max #

AAA13Account Analyst 122 $59,762 $87,061Unified 2

ASP1Account Specialist I 114 $40,449 $58,927Unified 0

ASP2Account Specialist II 115 $42,471 $61,873Unified 0

ASP3Account Specialist III 117 $46,825 $68,215Unified 4

ACT1Accountant I 118 $49,166 $71,626Unified 1

ACT2Accountant II 119 $51,624 $75,207Unified 2

ACT3Accountant III 121 $56,916 $82,916Unified 2

ACTSAccounting Supervisor 124 $65,887 $95,985Unified 1

ADASAdministrative Assistant 116 $44,595 $64,967Unified 6

AOECAdministrative Officer - Emer Communications 123 $62,750 $91,414Unified 1

AOEPAdministrative Officer- Emer Management 120 $54,205 $78,967Unified 1

ASADAppraisal Systems Administrator 120 $54,205 $78,967Unified 1

APPRAppraiser 118 $49,166 $71,626Unified 1

ARCArchives Record Clerk 108 $30,184 $43,972Unified 1

ASSSAssessment Supervisor 123 $62,750 $91,414Unified 1

AS1Assessor I 114 $40,449 $58,927Unified 0

ASIIAssessor II 116 $44,595 $64,967Unified 3

ASCAAssistant County Administrator 127 $76,273 $111,115Unified 0

ADPRAssistant Dir Parks and Recreation 124 $65,887 $95,985Unified 1

ATPLAssistant Dir Planning Services 127 $76,273 $111,115Unified 1

AENGAssistant Dir Pub Works - Engineering 130 $88,295 $128,629Unified 1

AWWFAssistant Dir Pub Works-WWF 126 $72,641 $105,824Unified 1

ASPSAssistant Dir Public Safety - Emer Comm 126 $72,641 $105,824Unified 1

ATEMAssistant Dir Public Safety-EMS 127 $76,273 $111,115Unified 1

ATFIAssistant Director-Finance 127 $76,273 $111,115Unified 1

AUDAAudit Analyst 123 $62,750 $91,414Unified 1

BBIS1Biosolids Plant Operator I 115 $42,471 $61,873Unified 2

BISIIBiosolids Plant Operator II 117 $46,825 $68,215Unified 3

BIOBiosolids Technician 113 $38,523 $56,121Unified 0

BIO3Biosolids Technician, Senior 118 $49,166 $71,626Unified 1

BCIIBuilding Codes Inspector I 116 $44,595 $64,967Unified 4

BCI2Building Codes Inspector II 119 $51,624 $75,207Unified 2

Friday, March 13, 2020 Page 2 of 7


Kent County, DE


BCI3Building Codes Inspector III 121 $56,916 $82,916Unified 0

CCDRWChief Deputy Register of Wills 117 $46,825 $68,215Unified 1

CDSHChief Deputy Sheriff 119 $51,624 $75,207Unified 1

PRGIComputer Programmer I 118 $49,166 $71,626Unified 1

PRG2Computer Programmer II 119 $51,624 $75,207Unified 1

CSTIComputer Support Technician I 116 $44,595 $64,967Unified 2

CSS2Computer Support Technician II 117 $46,825 $68,215Unified 1

PRANComputer Systems Administrator 123 $62,750 $91,414Unified 1

CSS1Computer Systems Specialist I 115 $42,471 $61,873Unified 0

CYADCounty Administrator 138 $130,452 $190,044Unified 1

ATLSCounty Librarian 124 $65,887 $95,985Unified 1

CUSTCustodian 104 $24,832 $36,176Unified 8

CSTSCustodian Supervisor 112 $36,688 $53,448Unified 1

DDBADDatabase Administrator 125 $69,181 $100,784Unified 1

DCIDeed Clerk I 109 $31,693 $46,170Unified 1

DEC2Deed Clerk II 112 $36,688 $53,448Unified 2

DC3Deed Clerk III 115 $42,471 $61,873Unified 1

DCOPDeputy Clerk of the Peace 112 $36,688 $53,448Unified 1

DRODDeputy Recorder of Deeds 116 $44,595 $64,967Unified 0

DROWDeputy Register of Wills 114 $40,449 $58,927Unified 1

DESHDeputy Sheriff 117 $46,825 $68,215Unified 3

DCSVDirector of Community Services 131 $92,710 $135,061Unified 1

DFINDirector of Finance 134 $107,323 $156,350Unified 1

PERDDirector of Human Resourses 127 $76,273 $111,115Unified 1

DRITDirector of Information Technology 131 $92,710 $135,061Unified 1

DPLNDirector of Planning Services 133 $102,212 $148,904Unified 1

DPUSDirector of Public Safety 133 $102,212 $148,904Unified 1

DPUWDirector of Public Works 134 $107,323 $156,350Unified 1

DIS1Dispatcher I 114 $40,449 $58,927Unified 4

DIS2Dispatcher II 116 $44,595 $64,967Unified 14

DIS3Dispatcher III 118 $49,166 $71,626Unified 4

E



Kent County, DE


ELE2Electrician 118 $49,166 $71,626Unified 3

ELE3Electrician, Senior 119 $51,624 $75,207Unified 1

EH1Electrician's Helper I 112 $36,688 $53,448Unified 0

EH2Electrician's Helper II 114 $40,449 $58,927Unified 1

ADEMEMS Administrative Officer 125 $69,181 $100,784Unified 1

EMFSEMS Field Supervisor 123 $62,750 $91,414Unified 4

ESOSEMS Special Operations Super 123 $62,750 $91,414Unified 1

EPMIEngineering Project Manager I 119 $51,624 $75,207Unified 1

EPM2Engineering Project Manager II 121 $56,916 $82,916Unified 1

EPM3Engineering Project Manager III 125 $69,181 $100,784Unified 0

EPM1Engineering Project Specialist 117 $46,825 $68,215Unified 1

ENT1Engineering Technician I 114 $40,449 $58,927Unified 0

ETN2Engineering Technician II 116 $44,595 $64,967Unified 2

ENPMEnvironmental Program Manager 125 $69,181 $100,784Unified 1

ENVT1Environmental Technician I 114 $40,449 $58,927Unified 0

ENT2Environmental Technician II 117 $46,825 $68,215Unified 2

EXASSTExecutive Assistant 118 $49,166 $71,626Unified 1

FADFDFacilities Director 120 $54,205 $78,967Unified 1

GGISAGIS Administrator 118 $49,166 $71,626Unified 1

GT1WGIS Technician I 114 $40,449 $58,927Unified 3

GIST2PGIS Technician II 116 $44,595 $64,967Unified 2

HHEQOHeavy Equipment Operator I 113 $38,523 $56,121Unified 3

HOP2Heavy Equipment Operator II 115 $42,471 $61,873Unified 1

HCDSHousing and Community Development Specialist 116 $44,595 $64,967Unified 2

HCDSUPHousing and Community Development Supervisor 120 $54,205 $78,967Unified 1

PER1Human Resource Technician I 114 $40,449 $58,927Unified 2

PERT2Human Resources Technician II 116 $44,595 $64,967Unified 0

IINSPInspections Supervisor 123 $62,750 $91,414Unified 1

LLBCRLibrary Associate 115 $42,471 $61,873Unified 1



Kent County, DE


LITNLibrary Technician I 107 $28,746 $41,878Unified 1

LTIILibrary Technician II 109 $31,693 $46,170Unified 3

LICSLicense Specialist I 107 $28,746 $41,878Unified 0

LIC2License Specialist II 109 $31,693 $46,170Unified 1

MMCMailroom Clerk 105 $26,074 $37,985Unified 1

MWR1Maintenance Worker I 111 $34,941 $50,903Unified 2

MW3Maintenance Worker II 113 $38,523 $56,121Unified 0

MMW3Maintenance Worker III 115 $42,471 $61,873Unified 1

MESYMedia Support Coordinator 119 $51,624 $75,207Unified 1

NNTADNetwork Administrator 125 $69,181 $100,784Unified 1

NETSNetwork Specialist I 120 $54,205 $78,967Unified 1

NTIINetwork Specialist II 121 $56,916 $82,916Unified 1

OCLKOffice Assistant 108 $30,184 $43,972Unified 2

SECT IOffice Support Specialist I 112 $36,688 $53,448Unified 6

OSS IIOffice Support Specialist II 114 $40,449 $58,927Unified 4

OPOCOperations Supp Officer Em Com 121 $56,916 $82,916Unified 1

PPAR1Paramedic I 117 $46,825 $68,215Unified 7

PAR2Paramedic II 119 $51,624 $75,207Unified 30

PAR3Paramedic III 121 $56,916 $82,916Unified 4

PMSPParks Maintenance Supervisor 119 $51,624 $75,207Unified 1

PWR1Parks Worker I 111 $34,941 $50,903Unified 4

PW2Parks Worker II 113 $38,523 $56,121Unified 0

PWR3Parks Worker III 115 $42,471 $61,873Unified 2

PYADPayroll Administrator 122 $59,762 $87,061Unified 1

PTNIPermit Technician I 112 $36,688 $53,448Unified 1

PTN2Permit Technician II 114 $40,449 $58,927Unified 1

PTN3Permit Technician Supervisor 116 $44,595 $64,967Unified 1

PLR1Planner I 118 $49,166 $71,626Unified 2

PLAN2Planner II 121 $56,916 $82,916Unified 0

PLSUPlanning Supervisor 124 $65,887 $95,985Unified 1



Kent County, DE


PLANT1Planning Technician I 112 $36,688 $53,448Unified 0

PLT2Planning Technician II 114 $40,449 $58,927Unified 1

PLRV1Plans Reviewer I 118 $49,166 $71,626Unified 1

PLRV2Plans Reviewer II 120 $54,205 $78,967Unified 2

PROSProcurement Specialist 116 $44,595 $64,967Unified 1

PRCRProjects Coordinator 118 $49,166 $71,626Unified 1

PSP1Property Specialist I 112 $36,688 $53,448Unified 1

PSP2Property Specialist II 114 $40,449 $58,927Unified 2

PSP3Property Specialist III 115 $42,471 $61,873Unified 1

PIFOPublic Information Officer 124 $65,887 $95,985Unified 1

RRPS1Recreation Prog Supervisor I 118 $49,166 $71,626Unified 2

RPS2Recreation Prog Supervisor II 120 $54,205 $78,967Unified 2

SSCEOSenior Code Enforcement Officer 121 $56,916 $82,916Unified 1

TTXC1Tax Clerk I 111 $34,941 $50,903Unified 2

TXC2Tax Clerk II 113 $38,523 $56,121Unified 1

TXC3Tax Clerk III 115 $42,471 $61,873Unified 1

TEADTechnology Administrator 124 $65,887 $95,985Unified 1

UUCCRUtilities Construction Coordin 119 $51,624 $75,207Unified 1

UTLCUtility Locator 112 $36,688 $53,448Unified 1

WWEFRW/WW Electronics Foreman 122 $59,762 $87,061Unified 1

WFSPW/WW Facilities Superintendent 124 $65,887 $95,985Unified 1

WOPFW/WW Lab Supervisor 120 $54,205 $78,967Unified 1

WLT1W/WW Laboratory Technician I 116 $44,595 $64,967Unified 0

WLT2W/WW Laboratory Technician II 118 $49,166 $71,626Unified 2

WFFWW/WW Maintenance Foreman 118 $49,166 $71,626Unified 1

MMCIW/WW Maintenance Mechanic I 112 $36,688 $53,448Unified 2

MMC2W/WW Maintenance Mechanic II 114 $40,449 $58,927Unified 7

MMC3W/WW Maintenance Mechanic III 116 $44,595 $64,967Unified 4

WWWMW/WW Maintenance Supervisor 120 $54,205 $78,967Unified 1



Kent County, DE


OPSUW/WW Operations Supervisor 123 $62,750 $91,414Unified 1

WPOPW/WW Plant Operator I 115 $42,471 $61,873Unified 1

PLO2W/WW Plant Operator II 116 $44,595 $64,967Unified 3

WOP3W/WW Plant Operator III 118 $49,166 $71,626Unified 2

WPO4W/WW Plant Operator IV 120 $54,205 $78,967Unified 3

WPOTW/WW Plant Operator Trainee 113 $38,523 $56,121Unified 0

WOENGWastewater Operations Engineer 126 $72,641 $105,824Unified 0

WC1Wills Clerk I 109 $31,693 $46,170Unified 0

WCIIWills Clerk II 112 $36,688 $53,448Unified 2

160 Job Classes


SECTION 7.0 Class Comparison List


Min Max

Proposed Pay Plan: Unified

Grade

Kent County, DEClass Comparison List By Pay Plan

Proposed Class Title Original Title

Annual Range

Working Title$24,832 $36,176104

CUSTODIAN 20,267 45,239Custodian

$26,074 $37,985105

CLERK FY16 20,267 45,239Mailroom Clerk

$28,746 $41,878107

Library Technician 28,601 52,316Library Technician I

0 0License Specialist I

$30,184 $43,972108

CLERK FY16 20,267 45,239Archives Record Clerk

CLERK FY16 20,267 45,239Office Assistant

Clerk Typist 22,109 35,698Office Assistant

$31,693 $46,170109

DEED CLERK I 26,244 45,352Deed Clerk I

LIBRARY TECHNICIAN II(FY16) 31,171 56,821Library Technician II

LICENSE SPECIALIST II 28,601 52,316License Specialist II

0 0Wills Clerk I

$34,941 $50,903111

Maintenance Worker I 24,102 42,032Maintenance Worker I

Parks Worker I 24,102 42,032Parks Worker I

Tax Clerk I 24,102 42,032Tax Clerk I

$36,688 $53,448112

CUSTODIAN SUPERVISOR 28,601 52,316Custodian Supervisor

Deed Clerk II 26,244 45,352Deed Clerk II

Deputy Clerk of the Peace 28,601 52,316Deputy Clerk of the Peace

0 0Electrician's Helper I

SECRETARY FY16 24,102 42,032Office Support Specialist I

Senior Secretary 31,171 56,821Office Support Specialist I

Permit Technician I 28,601 52,316Permit Technician I

0 0Planning Technician I

Property Specialist I 28,601 52,316Property Specialist I

UtilityLocator 28,601 52,316Utility Locator

Maintenance Mechanic I 26,244 45,352W/WW Maintenance Mechanic I

Maintenance Worker I 24,102 42,032W/WW Maintenance Mechanic I

WILLS CLERK II FY16 26,244 45,352Wills Clerk II

Friday, March 13, 2020

Min Max


Grade



Annual Range

Working Title$38,523 $56,121113

0 0Biosolids Technician

Heavy Equipment Operator 31,171 56,821Heavy Equipment Operator I

0 0Maintenance Worker II

0 0Parks Worker II

Tax Clerk II 28,601 52,316Tax Clerk II

0 0W/WW Plant Operator Trainee

$40,449 $58,927114

0 0Account Specialist I

0 0Assessor I

Deputy Register of Wills 31,171 56,821Deputy Register of Wills

Dispatcher I 31,171 56,821Dispatcher I

Electrician I 45,822 59,286Electrician's Helper II

0 0Engineering Technician I

0 0Environmental Technician I

GIS TECHNICIAN I-PLANNING FY16

31,171 56,821GIS Technician I

GIS TECHNICIAN I-PUB WORKSFY16

31,171 56,821GIS Technician I

Personnel Technician I 28,601 52,316Human Resource Technician I

SECRETARY FY16 24,102 42,032Office Support Specialist II

Senior Secretary 31,171 56,821Office Support Specialist II

Permit Technician II 31,171 56,821Permit Technician II

Planning Technician II 31,171 56,821Planning Technician II

Property Specialist II 31,171 56,821Property Specialist II

Maintenance Mechanic II 31,171 56,821W/WW Maintenance Mechanic II

$42,471 $61,873115

0 0Account Specialist II

BIOSOLIDS SPECIALIST 1 34,021 62,138Biosolids Plant Operator I

0 0Computer Systems Specialist I

DEED CLERK III FY16 28,601 52,316Deed Clerk III

HEAVY EQUIPMENT OPERATOR 2

34,021 62,138Heavy Equipment Operator II

LIBRARY CIRCULATION SUPERVISOR

34,021 62,138Library Associate

Maintenance Worker III 28,601 52,316Maintenance Worker III

Parks Worker III 28,601 52,316Parks Worker III

Property Specialist III 34,021 62,138Property Specialist III


Min Max


Grade



Annual Range

Working Title$42,471 $61,873115

Tax Clerk III 31,171 56,821Tax Clerk III

WWF PLANT OPERATOR I 31,171 56,821W/WW Plant Operator I

$44,595 $64,967116

Administrative Secretary 34,021 62,138Administrative Assistant

ASSESSOR II 34,021 62,138Assessor II

Building Codes Inspector I 31,171 56,821Building Codes Inspector I

COMPUTER SUPPORT TECHN FY16

34,021 62,138Computer Support Technician I

0 0Deputy Recorder of Deeds

Dispatcher II 34,021 62,138Dispatcher II

Engineering Technician II 34,021 62,138Engineering Technician II

GIS TECHNICIAN III PLAN FY16 49,984 64,666GIS Technician II

GIS TECHNICIAN II-PLANNINGFY16

45,822 59,286GIS Technician II

Housing & Community Dev Spec 45,822 59,286Housing and Community Development Specialist

0 0Human Resources Technician II

Permit Technician III 34,021 62,138Permit Technician Supervisor

PROCUREMENT SPECIALIST 34,021 62,138Procurement Specialist

0 0W/WW Laboratory Technician I

Maintenance Mechanic III 34,021 62,138W/WW Maintenance Mechanic III

PLANT OPERATOR II 16 34,021 62,138W/WW Plant Operator II

$46,825 $68,215117

Account Specialist III 34,021 62,138Account Specialist III

Funds Analyst 54,489 70,469Account Specialist III

BISOLIDS SPECIALIST II FY16 45,822 59,286Biosolids Plant Operator II

Chief Deputy Register of Wills 45,822 59,286Chief Deputy Register of Wills

Computer Systems Specialist II 45,822 59,286Computer Support Technician II

Deputy Sheriff 34,021 62,138Deputy Sheriff

Engineering Project Mgr I 49,984 64,666Engineering Project Specialist

Environmental Technician II 34,021 62,138Environmental Technician II

Paramedic I 45,822 59,286Paramedic I

$49,166 $71,626118

Accountant I 45,822 59,286Accountant I

APPRAISER 49,984 64,666Appraiser

BISOLIDS TECHNICIAN III 49,984 64,666Biosolids Technician, Senior


Min Max


Grade



Annual Range

Working Title$49,166 $71,626118

PROGRAMMER I 54,489 70,469Computer Programmer I

Dispatcher III 45,822 59,286Dispatcher III

ELECTRICIAN II 49,984 64,666Electrician

Administrative Assistant 54,489 70,469Executive Assistant

GIS ADMINISTRATOR 54,489 70,469GIS Administrator

Planner I 49,984 64,666Planner I

Plans Reviewer 54,489 70,469Plans Reviewer I

Projects Coordinator 45,822 59,286Projects Coordinator

Recreation Prog Supervisor I 45,822 59,286Recreation Prog Supervisor I

WWF Laboratory Technician II 34,021 62,138W/WW Laboratory Technician II

WWF MAINT FOREMAN-WTP FY16

49,984 64,666W/WW Maintenance Foreman

WWF PLANT OPERATOR III FY16 45,822 59,286W/WW Plant Operator III

$51,624 $75,207119

Accountant II 49,984 64,666Accountant II

Building Codes Inspector II 49,984 64,666Building Codes Inspector II

Chief Deputy Sheriff 45,822 59,286Chief Deputy Sheriff

PROGRAMMER II 59,377 76,810Computer Programmer II

ELECTRICIAN III 54,489 70,469Electrician, Senior

Engineering Project Mgr I 49,984 64,666Engineering Project Manager I

MEDIA SYSTEMS COORDINATOR 49,984 64,666Media Support Coordinator

Paramedic II 49,984 64,666Paramedic II

Parks Maintenance Supervisor 54,489 70,469Parks Maintenance Supervisor

Utilities Construction Coordin 49,984 64,666Utilities Construction Coordin

$54,205 $78,967120

Admin Officer- Emer Planning 54,489 70,469Administrative Officer- Emer Management

APPRAISAL SYSTEMS ADMIN FY16

54,489 70,469Appraisal Systems Administrator

Facilities Director 54,489 70,469Facilities Director

Housing & Community Dev Spec 45,822 59,286Housing and Community Development Supervisor

Network Specialist I 49,984 64,666Network Specialist I

Building Codes Inspector II 49,984 64,666Plans Reviewer II

Plans Reviewer II 54,489 70,469Plans Reviewer II

Recreation Prog Supervisor II 49,984 64,666Recreation Prog Supervisor II

WWF OPERATIONS-LAB FY16 54,489 70,469W/WW Lab Supervisor

WWF Maintenance Foreman 54,489 70,469W/WW Maintenance Supervisor


Min Max


Grade



Annual Range

Working Title$54,205 $78,967120

WWF Plant Operator IV 49,984 64,666W/WW Plant Operator IV

$56,916 $82,916121

Accountant III 54,489 70,469Accountant III

0 0Building Codes Inspector III

Engineering Project Mgr II 59,377 76,810Engineering Project Manager II

NETWORK SPECIALIST II 59,377 76,810Network Specialist II

Operations Supp Officer Em Com 49,984 64,666Operations Supp Officer Em Com

Paramedic III 54,489 70,469Paramedic III

0 0Planner II

SENIOR CODE ENFORCEMENT OFF 16

54,489 70,469Senior Code Enforcement Officer

$59,762 $87,061122

Account Analyst 59,377 76,810Account Analyst

PAYROLL ADMINSTRATOR FY16 49,984 64,666Payroll Administrator

WWF ELECTRONICS FOREMAN FY16

59,377 76,810W/WW Electronics Foreman

$62,750 $91,414123

Admin Officer-Emer Communicat 54,489 70,469Administrative Officer - Emer Communications

Assessment Supervisor 64,720 83,724Assessment Supervisor

Audit Analyst 64,720 83,724Audit Analyst

ProgrammerAnalyst 70,545 91,258Computer Systems Administrator

EMS Field Supervisor 59,377 76,810EMS Field Supervisor

EMS Special Operations Super 59,377 76,810EMS Special Operations Super

Inspection Supervisor 64,720 83,724Inspections Supervisor

OPERATIONS SUPRERVISOR16 59,377 76,810W/WW Operations Supervisor

$65,887 $95,985124

Accounting Supervisor 70,545 91,258Accounting Supervisor

ASST DIRECTOR-PARKS&RECREATION

70,545 91,258Assistant Dir Parks and Recreation

AsstDir Comm Svcs-Library Svcs 70,545 91,258County Librarian

PLANNING SUPERVISOR FY16 64,720 83,724Planning Supervisor

PUBLIC INFORMATION OFFICERFY16

59,377 76,810Public Information Officer

Technology Administrator 70,545 91,258Technology Administrator


Min Max


Grade



Annual Range

Working Title$65,887 $95,985124

WWF FACILITIES SUPERINTENDENT

64,720 83,724W/WW Facilities Superintendent

$69,181 $100,784125

DATABASE ADMINISTRATOR 76,894 99,525Database Administrator

Administrative Officer-EMS 64,720 83,724EMS Administrative Officer

0 0Engineering Project Manager III

Environmental Program 70,545 91,258Environmental Program Manager

NETWORK ADMINISTRATOR 76,894 99,525Network Administrator

$72,641 $105,824126

Asst Dir Pub Works-WWF 76,894 99,525Assistant Dir Pub Works-WWF

ASSISTANT DIR PUB SAF-EMER COM

70,545 91,258Assistant Dir Public Safety - Emer Comm

0 0Wastewater Operations Engineer

$76,273 $111,115127

0 0Assistant County Administrator

Asst Dir Plan Svcs-Planning 76,894 99,525Assistant Dir Planning Services

Asst Dir Public Safety-EMS 76,894 99,525Assistant Dir Public Safety-EMS

Asst Director-Finance 76,894 99,525Assistant Director-Finance

Personnel Director 76,894 99,525Director of Human Resourses

$88,295 $128,629130

Asst Dir Pub Wrks-Engineering 76,894 99,525Assistant Dir Pub Works - Engineering

$92,710 $135,061131

Director of Community Services 91,358 118,182Director of Community Services

DIRECTOR OF INFORMATION TECH

83,814 108,425Director of Information Technology

$102,212 $148,904133

Director of Planning Services 99,581 128,818Director of Planning Services

Director of Public Safety 91,358 118,182Director of Public Safety

$107,323 $156,350134

Director of Finance 99,581 128,818Director of Finance

Director of Public Works 99,581 128,818Director of Public Works

$130,452 $190,044138


Min Max


Grade



Annual Range

Working Title$130,452 $190,044138

County Administrator 128,959 167,035County Administrator


SECTION 7.0 Implementation Costs by Job Class


Implementation Cost By Proposed Classification

Proposed Pay Plan Unified

ProposedClass

Title CodeAdjustment Amounts and # of Employees Receiving Adjustments

Flat % Min Max Step Merit Total Adjust

Kent County, DE

# # # # ## EESOrigAvg

PropAvg

Avg$ Inc

%

Proposed Pay Plan UnifiedAA13Account Analyst 0 902 00 0 9022 0 0 0 2 069,692 70,144 451 0.6%ASP3Account Specialist III 0 1,706 00 0 1,7064 0 0 0 3 055,980 56,406 426 0.8%ACT1Accountant I 0 28 00 0 281 0 0 0 1 053,191 53,219 28 0.1%ACT2Accountant II 0 939 00 0 9392 0 0 0 2 058,318 58,788 469 0.8%ACT3Accountant III 0 281 00 1,871 2,1522 0 1 0 2 058,186 59,262 1,076 1.8%ACTSAccounting Supervisor 0 905 00 0 9051 0 0 0 1 082,655 83,561 905 1.1%ADASAdministrative Assistant 0 5,178 00 0 5,1786 0 0 0 6 049,961 50,824 863 1.7%AOECAdministrative Officer - Emer Communicatio 0 198 00 0 1981 0 0 0 1 070,468 70,666 198 0.3%AOEPAdministrative Officer- Emer Management 0 294 00 0 2941 0 0 0 1 059,553 59,847 294 0.5%ASADAppraisal Systems Administrator 0 300 00 0 3001 0 0 0 1 060,744 61,044 300 0.5%APPRAppraiser 0 844 00 0 8441 0 0 0 1 062,757 63,601 844 1.3%ARCArchives Record Clerk 0 0 00 1,005 1,0051 0 1 0 1 029,179 30,184 1,005 3.4%ASSSAssessment Supervisor 0 1,296 00 0 1,2961 0 0 0 1 069,370 70,666 1,296 1.9%ASIIAssessor II 0 2,472 00 0 2,4723 0 0 0 3 052,854 53,678 824 1.6%ADPRAssistant Dir Parks and Recreation 0 70 00 0 701 0 0 0 1 074,129 74,199 70 0.1%ATPLAssistant Dir Planning Services 0 1,037 00 0 1,0371 0 0 0 1 088,329 89,365 1,037 1.2%AENGAssistant Dir Pub Works - Engineering 0 1,913 00 0 1,9131 0 0 0 1 097,521 99,434 1,913 2.0%AWWFAssistant Dir Pub Works-WWF 0 220 00 0 2201 0 0 0 1 088,329 88,548 220 0.2%ASPSAssistant Dir Public Safety - Emer Comm 0 834 00 0 8341 0 0 0 1 087,714 88,548 834 1.0%ATEMAssistant Dir Public Safety-EMS 0 150 00 0 1501 0 0 0 1 087,463 87,613 150 0.2%ATFIAssistant Director-Finance 0 166 00 0 1661 0 0 0 1 096,566 96,732 166 0.2%AUDAAudit Analyst 0 635 00 0 6351 0 0 0 1 072,886 73,521 635 0.9%BIS1Biosolids Plant Operator I 0 1,815 00 0 1,8152 0 0 0 2 046,021 46,929 907 2.0%BISIIBiosolids Plant Operator II 0 1,686 00 0 1,6863 0 0 0 3 048,155 48,716 562 1.2%BIO3Biosolids Technician, Senior 0 718 00 0 7181 0 0 0 1 052,501 53,219 718 1.4%BCIIBuilding Codes Inspector I 0 0 00 20,956 20,9564 0 4 0 4 039,356 44,595 5,239 13.3%BCI2Building Codes Inspector II 0 156 00 156 3122 0 1 0 2 051,984 52,140 156 0.3%CDRWChief Deputy Register of Wills 0 61 00 0 611 0 0 0 1 048,656 48,716 61 0.1%CDSHChief Deputy Sheriff 0 0 00 2,968 2,9681 0 1 0 1 048,656 51,624 2,968 6.1%PRGIComputer Programmer I 0 1,157 00 0 1,1571 0 0 0 1 067,687 68,844 1,157 1.7%PRG2Computer Programmer II 0 558 00 0 5581 0 0 0 1 064,914 65,472 558 0.9%CSTIComputer Support Technician I 0 406 00 389 7952 0 1 0 2 044,643 45,041 398 0.9%CSS2Computer Support Technician II 0 85 00 0 851 0 0 0 1 048,632 48,716 85 0.2%PRANComputer Systems Administrator 0 135 00 0 1351 0 0 0 1 079,446 79,581 135 0.2%CYADCounty Administrator 0 153 00 0 1531 0 0 0 1 0143,876 144,029 153 0.1%ATLSCounty Librarian 0 81 00 0 811 0 0 0 1 085,151 85,232 81 0.1%CUSTCustodian 0 3,989 00 0 3,9898 0 0 0 8 026,526 27,024 499 1.9%CSTSCustodian Supervisor 0 219 00 0 2191 0 0 0 1 037,951 38,171 219 0.6%DBADDatabase Administrator 0 1,212 00 0 1,2121 0 0 0 1 091,897 93,109 1,212 1.3%

Friday, March 13, 2020 Pg 3 of 7Report# 1



ProposedClass



Kent County, DE


PropAvg

Avg$ Inc

%

Proposed Pay Plan UnifiedDCIDeed Clerk I 0 236 00 0 2361 0 0 0 1 039,170 39,406 236 0.6%DEC2Deed Clerk II 0 193 00 0 1932 0 0 0 2 040,912 41,008 97 0.2%DC3Deed Clerk III 0 876 00 0 8761 0 0 0 1 049,881 50,757 876 1.8%DCOPDeputy Clerk of the Peace 0 267 00 0 2671 0 0 0 1 038,667 38,934 267 0.7%DROWDeputy Register of Wills 0 312 00 0 3121 0 0 0 1 040,946 41,258 312 0.8%DESHDeputy Sheriff 0 0 00 10,825 10,8253 0 3 0 3 043,216 46,825 3,608 8.3%DCSVDirector of Community Services 0 455 00 0 4551 0 0 0 1 096,000 96,455 455 0.5%DFINDirector of Finance 0 2,008 00 0 2,0081 0 0 0 1 0128,818 130,826 2,008 1.6%PERDDirector of Human Resourses 0 1,115 00 0 1,1151 0 0 0 1 099,525 100,640 1,115 1.1%DRITDirector of Information Technology 0 199 00 0 1991 0 0 0 1 0108,425 108,624 199 0.2%DPLNDirector of Planning Services 0 1,770 00 0 1,7701 0 0 0 1 0108,868 110,638 1,770 1.6%DPUSDirector of Public Safety 0 386 00 0 3861 0 0 0 1 0117,024 117,410 386 0.3%DPUWDirector of Public Works 0 1,819 00 0 1,8191 0 0 0 1 0116,675 118,493 1,819 1.6%DIS1Dispatcher I 0 740 00 3,676 4,4164 0 3 0 4 039,753 40,857 1,104 2.8%DIS2Dispatcher II 0 6,385 00 5,762 12,14714 0 5 0 14 046,750 47,618 868 1.9%DIS3Dispatcher III 0 1,866 00 0 1,8664 0 0 0 4 054,575 55,041 466 0.9%ELE2Electrician 0 1,052 00 0 1,0523 0 0 0 3 054,294 54,645 351 0.6%ELE3Electrician, Senior 0 397 00 0 3971 0 0 0 1 063,792 64,188 397 0.6%EH2Electrician's Helper II 0 186 00 0 1861 0 0 0 1 048,155 48,340 186 0.4%ADEMEMS Administrative Officer 0 530 00 0 5301 0 0 0 1 072,886 73,416 530 0.7%EMFSEMS Field Supervisor 0 4,593 00 0 4,5934 0 0 0 4 072,833 73,982 1,148 1.6%ESOSEMS Special Operations Super 0 1,211 00 0 1,2111 0 0 0 1 076,810 78,021 1,211 1.6%EPMIEngineering Project Manager I 0 156 00 0 1561 0 0 0 1 052,501 52,657 156 0.3%EPM2Engineering Project Manager II 0 533 00 0 5331 0 0 0 1 074,566 75,099 533 0.7%EPM1Engineering Project Specialist 0 872 00 0 8721 0 0 0 1 062,148 63,020 872 1.4%ETN2Engineering Technician II 0 813 00 0 8132 0 0 0 2 057,996 58,402 407 0.7%ENPMEnvironmental Program Manager 0 20 00 0 201 0 0 0 1 071,957 71,976 20 0.0%ENT2Environmental Technician II 0 843 00 0 8432 0 0 0 2 053,376 53,797 421 0.8%EXASSExecutive Assistant 0 427 00 0 4271 0 0 0 1 067,067 67,494 427 0.6%ADFDFacilities Director 0 337 00 0 3371 0 0 0 1 068,408 68,745 337 0.5%GISAGIS Administrator 0 364 00 0 3641 0 0 0 1 057,241 57,606 364 0.6%GT1WGIS Technician I 0 0 00 2,484 2,4843 0 3 0 3 039,621 40,449 828 2.1%GIST2PGIS Technician II 0 1,065 00 0 1,0652 0 0 0 2 058,968 59,500 533 0.9%HEQOHeavy Equipment Operator I 0 2,228 00 0 2,2283 0 0 0 3 040,416 41,159 743 1.8%HOP2Heavy Equipment Operator II 0 510 00 0 5101 0 0 0 1 055,530 56,040 510 0.9%HCDSHousing and Community Development Speci 0 160 00 0 1602 0 0 0 2 046,368 46,448 80 0.2%HCDSUHousing and Community Development Supe 0 1,095 00 0 1,0951 0 0 0 1 061,170 62,265 1,095 1.8%PER1Human Resource Technician I 0 206 00 5,068 5,2742 0 1 0 2 038,216 40,853 2,637 6.9%INSPInspections Supervisor 0 728 00 0 7281 0 0 0 1 083,724 84,452 728 0.9%




ProposedClass



Kent County, DE


PropAvg

Avg$ Inc

%

Proposed Pay Plan UnifiedLBCRLibrary Associate 0 442 00 0 4421 0 0 0 1 047,631 48,073 442 0.9%LITNLibrary Technician I 0 317 00 0 3171 0 0 0 1 030,958 31,275 317 1.0%LTIILibrary Technician II 0 92 00 0 923 0 0 0 2 043,262 43,292 31 0.1%LIC2License Specialist II 0 356 00 0 3561 0 0 0 1 045,815 46,170 356 0.8%MCMailroom Clerk 0 199 00 0 1991 0 0 0 1 026,396 26,595 199 0.8%MWR1Maintenance Worker I 0 43 00 3,616 3,6592 0 1 0 2 034,930 36,760 1,830 5.2%MMW3Maintenance Worker III 0 0 00 1,817 1,8171 0 1 0 1 040,654 42,471 1,817 4.5%MESYMedia Support Coordinator 0 760 00 0 7601 0 0 0 1 057,377 58,137 760 1.3%NTADNetwork Administrator 0 1,120 00 0 1,1201 0 0 0 1 084,899 86,018 1,120 1.3%NETSNetwork Specialist I 0 0 00 1,705 1,7051 0 1 0 1 052,501 54,205 1,705 3.2%NTIINetwork Specialist II 0 1,085 00 0 1,0851 0 0 0 1 063,011 64,096 1,085 1.7%CLKOffice Assistant 0 0 00 4,805 4,8052 0 2 0 2 025,895 28,297 2,402 9.3%SECT IOffice Support Specialist I 0 1,120 00 13,782 14,9036 0 3 0 6 035,273 37,756 2,484 7.0%OSS IIOffice Support Specialist II 0 1,284 00 1,888 3,1724 0 1 0 4 043,666 44,459 793 1.8%OPOCOperations Supp Officer Em Com 0 96 00 0 961 0 0 0 1 061,512 61,607 96 0.2%PAR1Paramedic I 0 1,068 00 1,778 2,8467 0 5 0 7 046,686 47,092 407 0.9%PAR2Paramedic II 0 14,720 00 313 15,03330 0 2 0 30 056,753 57,254 501 0.9%PAR3Paramedic III 0 2,519 00 0 2,5194 0 0 0 4 066,852 67,482 630 0.9%PMSPParks Maintenance Supervisor 0 919 00 0 9191 0 0 0 1 057,218 58,137 919 1.6%PWR1Parks Worker I 0 0 00 17,801 17,8014 0 4 0 4 030,491 34,941 4,450 14.6%PWR3Parks Worker III 0 617 00 545 1,1622 0 1 0 2 042,748 43,329 581 1.4%PYADPayroll Administrator 0 22 00 0 221 0 0 0 1 064,666 64,688 22 0.0%PTNIPermit Technician I 0 637 00 0 6371 0 0 0 1 036,785 37,422 637 1.7%PTN2Permit Technician II 0 709 00 0 7091 0 0 0 1 040,549 41,258 709 1.7%PTN3Permit Technician Supervisor 0 406 00 0 4061 0 0 0 1 045,081 45,487 406 0.9%PLR1Planner I 0 896 00 0 8962 0 0 0 2 051,216 51,664 448 0.9%PLSUPlanning Supervisor 0 1,288 00 0 1,2881 0 0 0 1 071,456 72,745 1,288 1.8%PLT2Planning Technician II 0 0 00 1,093 1,0931 0 1 0 1 039,356 40,449 1,093 2.8%PLRV1Plans Reviewer I 0 718 00 0 7181 0 0 0 1 052,501 53,219 718 1.4%PLRV2Plans Reviewer II 0 1,053 00 2,738 3,7912 0 1 0 2 060,969 62,864 1,895 3.1%PROSProcurement Specialist 0 1,012 00 0 1,0121 0 0 0 1 054,436 55,448 1,012 1.9%PRCRProjects Coordinator 0 0 00 57 571 0 1 0 1 049,109 49,166 57 0.1%PSP1Property Specialist I 0 264 00 0 2641 0 0 0 1 042,722 42,986 264 0.6%PSP2Property Specialist II 0 1,141 00 0 1,1412 0 0 0 2 045,929 46,500 571 1.2%PSP3Property Specialist III 0 505 00 0 5051 0 0 0 1 054,436 54,941 505 0.9%PIFOPublic Information Officer 0 0 00 1,616 1,6161 0 1 0 1 064,271 65,887 1,616 2.5%RPS1Recreation Prog Supervisor I 0 0 00 2,950 2,9502 0 2 0 2 047,691 49,166 1,475 3.1%RPS2Recreation Prog Supervisor II 0 753 00 2,738 3,4902 0 1 0 2 057,113 58,858 1,745 3.1%SCEOSenior Code Enforcement Officer 0 299 00 0 2991 0 0 0 1 070,468 70,767 299 0.4%




ProposedClass



Kent County, DE


PropAvg

Avg$ Inc

%

Proposed Pay Plan UnifiedTXC1Tax Clerk I 0 0 00 9,643 9,6432 0 2 0 2 030,120 34,941 4,821 16.0%TXC2Tax Clerk II 0 0 00 227 2271 0 1 0 1 038,296 38,523 227 0.6%TXC3Tax Clerk III 0 0 00 2,320 2,3201 0 1 0 1 040,151 42,471 2,320 5.8%TEADTechnology Administrator 0 836 00 0 8361 0 0 0 1 076,361 77,197 836 1.1%UCCRUtilities Construction Coordin 0 140 00 0 1401 0 0 0 1 060,346 60,486 140 0.2%UTLCUtility Locator 0 591 00 0 5911 0 0 0 1 037,580 38,171 591 1.6%WEFRW/WW Electronics Foreman 0 459 00 0 4591 0 0 0 1 070,962 71,420 459 0.6%WFSPW/WW Facilities Superintendent 0 1,189 00 0 1,1891 0 0 0 1 066,016 67,205 1,189 1.8%WOPFW/WW Lab Supervisor 0 989 00 0 9891 0 0 0 1 063,792 64,780 989 1.6%WLT2W/WW Laboratory Technician II 0 1,268 00 0 1,2682 0 0 0 2 051,030 51,664 634 1.2%WFFWW/WW Maintenance Foreman 0 696 00 0 6961 0 0 0 1 053,587 54,283 696 1.3%MMCIW/WW Maintenance Mechanic I 0 0 00 9,136 9,1362 0 2 0 2 032,121 36,688 4,568 14.2%MMC2W/WW Maintenance Mechanic II 0 4,152 00 0 4,1527 0 0 0 7 044,762 45,355 593 1.3%MMC3W/WW Maintenance Mechanic III 0 2,594 00 0 2,5944 0 0 0 4 046,989 47,637 648 1.4%WWWW/WW Maintenance Supervisor 0 801 00 0 8011 0 0 0 1 054,489 55,290 801 1.5%OPSUW/WW Operations Supervisor 0 1,075 00 0 1,0751 0 0 0 1 068,206 69,281 1,075 1.6%WPOPW/WW Plant Operator I 0 0 00 3,910 3,9101 0 1 0 1 038,561 42,471 3,910 10.1%PLO2W/WW Plant Operator II 0 0 00 3,341 3,3413 0 3 0 3 043,481 44,595 1,114 2.6%WOP3W/WW Plant Operator III 0 0 00 2,977 2,9772 0 2 0 2 047,677 49,166 1,489 3.1%WPO4W/WW Plant Operator IV 0 272 00 1,705 1,9773 0 1 0 3 056,556 57,215 659 1.2%WCIIWills Clerk II 0 583 00 2,554 3,1372 0 1 0 2 037,434 39,003 1,568 4.2%

Summary for Pay Plan: Unified

0 121,858 00 150,213 272,0710 66 0 277 0Pay Plan Totals 279138

# Job Classes Flat % Min Max Step Merit Total# # # # ## EES


Summary for Kent County, DE

Current Payroll $14,899,800

$0

Adjustment To Minimum $150,213

Adjustment To Maximum $0

Merit Adjustment $0

Stipends / Supplements $0

Proposed Payroll $15,171,871

279

# Adjusted To Minimum 66

# Adjusted To Maximum 0

# Merit Adjustments 0

# Stipends / Supplements 0

# Employees


# Adjusted To Step 277Adjustment To Step $121,858

Total Applied Adjustments $272,071

Flat 0% Adjustment

Kent County, DE


classification, compensation and benefits study

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