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MONTGOMERY COUNTY, MARYLAND

Personnel Management Review

Merit System Employment ProfileTurnover Analysis

Wage and Salary ComparabilityManagement Leadership Service Review

April 2019

Management Leadership Service Review

MONTGOMERY COUNTY, MARYLAND

Personnel Management Review

Merit System Employment ProfileTurnover Analysis

Wage and Salary Comparability

Montgomery County GovernmentOffice of Human Resources

Classification and Compensation Team101 Monroe Street, 12th FloorRockville, Maryland 20850

PageIntroduction

Merit System Employment ProfileGeneral Workforce Statistics 1‐1Pay Grade and Salary Distribution 1‐6Collective Bargaining 1‐8Leave Usage and Balances 1‐10Tuition Assistance 1‐11Equal Employment Opportunity 1‐12Temporary and Seasonal Employees 1‐17Location of Employee Residences 1‐20

Turnover AnalysisSummary ‐ Turnover History 2‐1Separated Employee Analysis 2‐2

Wage and Salary ComparabilityComparison of Pay Increases to CPI 3‐1Comparison of Pay Increases to Private Sector 3‐3Comparison of Salaries to Federal Government 3‐6Comparison of Salaries to Local Area Employer Salaries 3‐7Comparison of Actual and Projected Pay Increases 3‐8

Management Leadership Service ReviewMLS Demographic Data by Grade 4‐1MLS Separations by Reason for Separation 4‐2MLS Demographic Data by Rating Category 4‐3Distribution of Performance Ratings by Pay Band 4‐4Average Pay Award Based on Rating Category and Salary Range Position 4‐5Key Changes to MLS Performance‐Based Pay 4‐6

Personnel Management ReviewTable of Contents

INTRODUCTION

The Personnel Management Review is compiled by the Office of Human Resources. The purpose ofthis report is to provide the County Council and the public with general information concerning thesize and composition of the County government workforce; employee turnover rates and reasons forturnover; and information concerning the comparability of County salary ranges with those of publicand private sector organizations in the Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WVmetropolitan area. Also included is a review of the Management Leadership Service, required byMontgomery County Personnel Regulations, Section 10‐10(c)(3)(F).

Additional information concerning the County government workforce and employee compensation ispresented in the County Executive’s Recommended FY19 Operating Budget and FY19‐24 PublicServices Program.

Any questions concerning information contained in this report may be directed to Rosa Hong,Program Manager II, Business Operations and Performance, Office of Human Resources, at240.777.5025.

CreditsRosa Hong

Biancaliz Agosto‐FigueroaPadmarani Venkatachalam

James HawkinsPamela Vaughn

MERIT SYSTEM EMPLOYMENT PROFILE

Data presented on pages 1‐1 through 1‐12 are based on merit system permanentemployees only. Data on temporary and seasonal employees are presented onpages 1‐17 through 1‐19. Data presented on page 1‐20 represent all three groups ofemployees. Data on MLS employees are presented on pages 4‐1 through 4‐6;information on pages 4‐3 through 4‐6 are fiscal year based. Elected and appointedofficials, paid members of boards, committees, and commissions, and judicialbranch employees are excluded from all data. Unless otherwise noted, the datareflect the employee population as of December 31, 2018.

The reader is cautioned that the calendar year data in this profile reflect actualemployee counts as of the end of calendar years 2008 through 2018. Therefore,these data may not directly correlate with information in theworkforce/compensation section of the County Executive’s Recommended FY19Operating Budget and FY19‐24 Public Services Program.

1‐6

Grade Number of Employees

Average Annual Salary





5 8 $39,722 A1 154 $106,349 F1 28 $47,6657 1 $31,294 A2 37 $134,305 F2 235 $57,5248 21 $45,969 A3 20 $151,819 F3 429 $70,3809 35 $43,588 B1 119 $97,124 F4 206 $88,88410 52 $42,589 B2 145 $114,396 G1 7 $49,86811 46 $41,696 B3 24 $131,851 G2 32 $52,24112 67 $45,845 B4 12 $145,227 G3 8 $60,19713 183 $54,530 B6 3 $164,665 G4 63 $82,10314 177 $51,773 C1 20 $103,907 M1 27 $178,46615 811 $53,368 C2 5 $115,808 M2 119 $156,46916 401 $63,029 C3 20 $46,482 M3 257 $129,58517 187 $61,699 C4 69 $57,812 MD3 2 $199,11318 369 $67,084 C5 146 $73,382 MD4 1 $219,02519 237 $71,174 C6 43 $93,246 P1 23 $53,33920 292 $72,141 D1 31 $99,493 P2 115 $56,93021 440 $79,261 D2 11 $111,841 P3 76 $65,31522 108 $84,011 D3 4 $131,205 P4 775 $84,76923 420 $87,601 D4 1 $155,826 P5 73 $96,03424 487 $91,67125 353 $101,527 Number of Full‐Time Permanent Employees: 8,44426 159 $104,87727 26 $113,492 Overall Average Salary, Full‐Time Permanent Employees: $80,53028 148 $120,25329 4 $118,69430 15 $130,11731 2 $118,47432 46 $135,32434 3 $155,96636 1 $159,49038 1 $153,74639 3 $159,42340 1 $178,068

Average Annual Salary1 ‐ 2018Full‐Time Employees

1 Average total county salary: includes salary differentials included in total County salary, but does not include pay earned on an hours worked basis (e.g., shift differential, overtime, or holiday pay).

Note: A=Police Management; B=Fire Management; C=Corrections and Rehabilitation Management; D=Deputy Sheriffs Management; F=IAFF; G=Deputy Sheriffs; MD=Physician; M=MLS; P=FOP

1‐10

1‐11

1‐12

1‐13

1‐14

1‐15

1‐16

Distribution by Employment Category and Race/EthnicityPermanent Employees ‐ 2018

Race/Ethnicity Employment Category# of

Employees% of

Employees Race/Ethnicity Employment Category# of

Employees% of

Employees

Administrative Support 2 0.0% Administrative Support 135 1.5%Officials and Administrators 1 0.0% Officials and Administrators 24 0.3%Paraprofessionals 1 0.0% Paraprofessionals 63 0.7%Professionals 4 0.0% Professionals 260 2.8%Protective Service Workers 23 0.2% Protective Service Workers 247 2.7%Service/Maintenance 1 0.0% Service/Maintenance 125 1.4%Technicians 2 0.0% Skilled Craft Workers 42 0.5%

Total 34 0.4% Technicians 76 0.8%Total 972 10.5%

Asian Administrative Support 131 1.4%Officials and Administrators 23 0.2% Administrative Support 17 0.2%Paraprofessionals 23 0.2% Officials and Administrators 1 0.0%Professionals 228 2.5% Paraprofessionals 2 0.0%Protective Service Workers 97 1.0% Professionals 26 0.3%Service/Maintenance 26 0.3% Protective Service Workers 37 0.4%Skilled Craft Workers 24 0.3% Service/Maintenance 6 0.1%Technicians 77 0.8% Skilled Craft Workers 3 0.0%

Total 629 6.8% Technicians 12 0.1%Total 104 1.1%

Administrative Support 312 3.4%Officials and Administrators 78 0.8% White Administrative Support 316 3.4%Paraprofessionals 78 0.8% Officials and Administrators 263 2.8%Professionals 545 5.9% Paraprofessionals 68 0.7%Protective Service Workers 577 6.2% Professionals 1,047 11.3%Service/Maintenance 530 5.7% Protective Service Workers 2,142 23.2%Skilled Craft Workers 139 1.5% Service/Maintenance 94 1.0%Technicians 210 2.3% Skilled Craft Workers 173 1.9%

Total 2,469 26.7% Technicians 398 4.3%Total 4,501 48.7%

Professionals 1 0.0%Protective Service Workers 3 0.0%Service/Maintenance 3 0.0% Race/Ethnicity Not Available 525 5.7%Skilled Craft Workers 1 0.0%Technicians 1 0.0% Total Employees 9,243 100.0%

Total 9 0.1%

Note: Administrative support includes clerical and sales.

American Indian or Alaska Native

Hispanic or Latino

Two or More Races

Black or African American

Native Hawaiian/Other Pacific Islander

1‐17

1‐18

1‐19

1‐20

State StateCounty/City # % # % # % County/City # % # % # %

District of Columbia 169 1.8% 42 1.4% 211 1.7% Virginia 184 2.0% 9 0.30% 193 1.6%Maryland 8,502 92.0% 2,912 97.7% 11,414 93.4% Fairfax 68 0.7% 1 0.0% 69 0.6%Montgomery 5,087 55.0% 2,556 85.7% 7,643 62.5% Loudoun 26 0.3% 2 0.1% 28 0.2%Frederick 1,259 13.6% 87 2.9% 1,346 11.0% Arlington 15 0.2% 1 0.0% 16 0.1%Prince Georges 761 8.2% 155 5.2% 916 7.5% Alexandria City 18 0.2% 1 0.0% 19 0.2%Howard 275 3.0% 37 1.2% 312 2.6% Prince William 15 0.2% ‐ 0.0% 15 0.1%Washington 262 2.8% 7 0.2% 269 2.2% Other 42 0.5% 4 0.1% 46 0.4%Carroll 250 2.7% 17 0.6% 267 2.2% West Virginia 134 1.4% 4 0.1% 138 1.1%Anne Arundel 206 2.2% 25 0.8% 231 1.9% Jefferson 54 0.6% ‐ 0.0% 54 0.4%Baltimore 131 1.4% 10 0.3% 141 1.2% Berkeley 73 0.8% 4 0.1% 77 0.6%Baltimore City 108 1.2% 14 0.5% 122 1.0% Other 7 0.1% ‐ 0.0% 7 0.1%Charles 39 0.4% ‐ 0.0% 39 0.3% Other States 21 0.2% 9 0.3% 30 0.2%Harford 27 0.3% ‐ 0.0% 27 0.2%Calvert 27 0.3% ‐ 0.0% 27 0.2% Grand Total 9,243 100.0% 2,981 100.0% 12,224 100.0%Queen Anne's 27 0.3% 1 0.0% 28 0.2%St Mary's 9 0.1% ‐ 0.0% 9 0.1%Other 34 0.4% 3 0.1% 37 0.3%

Pennsylvania 233 2.5% 5 0.2% 238 1.9%Adams 63 0.7% 3 0.1% 66 0.5%Franklin 53 0.6% ‐ 0.0% 53 0.4%York 43 0.5% 1 0.0% 44 0.4%Lancaster 14 0.2% ‐ 0.0% 14 0.1%Cumberland 13 0.1% ‐ 0.0% 13 0.1%Chester 12 0.1% ‐ 0.0% 12 0.1%Other 35 0.4% 1 0.0% 36 0.3%

1 As of December 31, 2018

Residences of Montgomery County Employees1

PermanentTemporary and Seasonal Total Permanent

Temporary and Seasonal Total

TURNOVER ANALYSIS

2‐1

Separation Reason 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 % of 2018Voluntary (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) Total

No return LOA/LWOP 4 3 6 7 2 2 1 1 3 1 2 0.3%AWOL 8 4 5 4 5 7 5 2 6 4 5 0.7%

New job 0 0 0 15 23 29 47 40 41 34 51 7.3%Non‐specified personal reasons 180 122 157 81 50 83 95 127 113 130 139 19.9%

Relocation out of area 18 11 18 14 18 21 23 21 11 22 26 3.7%Family responsibilities 23 4 3 15 11 11 14 10 8 16 16 2.3%Better compensation 0 0 0 17 8 3 7 2 3 2 0 0.0%

More flexible work schedule 2 0 0 0 0 0 1 0 1 0 1 0.1%Better working conditions 2 1 0 0 3 3 2 4 1 2 2 0.3%

More opportunity for advancement 14 7 3 1 14 11 5 3 7 6 4 0.6%Easier commute 3 1 4 4 0 0 8 4 2 5 4 0.6%Return to School 4 3 3 4 5 4 3 3 3 2 7 1.0%Quit ‐ no notice 8 1 1 3 3 1 1 3 4 3 2 0.3%

Normal retirement 172 90 162 187 178 197 265 200 188 242 254 36.4%Early retirement 54 28 17 37 30 18 17 26 11 6 6 0.9%

Sub Total 492 275 379 389 350 390 494 446 402 475 519 74.4%Involuntary

Disciplinary 0 0 0 0 7 0 0 0 0 0 0 0.0%Unsatisfactory performance 0 1 2 7 0 3 12 14 7 3 5 0.7%

Misconduct 7 5 4 11 7 10 11 7 9 18 5 0.7%Non‐disciplinary 1 4 9 5 5 3 0 0 0 0 0 0.0%Excess absences 1 0 1 0 0 1 0 3 2 3 0 0.0%Failed probation 28 13 21 4 17 26 31 33 33 27 32 4.6%

Sub Total 37 23 37 27 36 43 54 57 51 51 42 6.0%Management/Fiscal

Discontinued service retirement 0 14 46 15 3 0 1 0 1 0 0 0.0%Reduction‐in‐force 3 12 15 13 1 1 0 1 3 0 0 0.0%

Lack of funding 0 0 0 0 0 0 0 0 0 0 0 0.0%Sub Total 3 26 61 28 4 1 1 1 4 0 0 0.0%

Medical/OtherUnknown/other 0 14 0 76 148 75 83 42 44 55 81 11.6%

Service‐connected disability ret. 32 26 32 33 32 26 17 12 11 7 25 3.6%Non‐service connected disability ret. 9 10 8 9 9 13 5 5 6 4 3 0.4%

Other medical 5 14 20 11 3 13 13 13 8 12 18 2.6%Death 7 9 11 8 12 7 8 12 15 17 10 1.4%

Sub Total 53 73 71 137 204 134 126 84 84 95 137 19.6%Total Separations 585 397 548 581 594 568 675 588 541 621 698Total Employees 9,203 9,072 8,671 8,792 8,809 8,805 9,111 9,072 9,219 9,389 9,243Turnover Rate 6.36% 4.38% 6.32% 6.61% 6.74% 6.45% 7.41% 6.48% 5.87% 6.61% 7.55%

NUMBER OF SEPARATIONS BY REASON FOR SEPARATIONCALENDAR YEARS 2008 ‐ 2018

2‐2

Employment Category# in

Category% of Total Employees

# of Separations

% of Total Separations

Turnover Rate by Category

Officials and Administrators 407 4.4% 47 6.7% 11.55%

Professionals 2,234 24.2% 189 27.1% 8.46%

Technicians 845 9.1% 72 10.3% 8.52%

Protective Services 3,267 35.3% 182 26.1% 5.57%

Paraprofessionals 246 2.7% 29 4.2% 11.79%

Administrative Support 997 10.8% 80 11.5% 8.02%

Skilled Craft 403 4.4% 26 3.7% 6.45%

Service/Maintenance 844 9.1% 73 10.5% 8.65%9,243 100.0% 698 100.0% 7.55%

Turnover ‐ Separations by Employment CategoryPermanent Employees ‐ 2018

2‐3

EEO Category# in

Category% of Total Employees

# of Separations

% of Total Separations

Turnover Rate by Category

White 4,501 48.7% 317 45.4% 7.04%

Black or African American 2,469 26.7% 209 29.9% 8.46%

Hispanic or Latino 972 10.5% 61 8.7% 6.28%

Asian 629 6.8% 35 5.0% 5.56%

Two or More Races 104 1.1% 15 2.1% 14.42%

American Indian or Alaska Native 34 0.4% 1 0.1% 2.94%

Native Hawaiian/Other Pacific Islander 9 0.1% 1 0.1% 11.11%

Race/Ethnicity Unreported 525 5.7% 59 8.5% 11.24%

9,243 100.0% 698 100.0% 7.55%

Turnover ‐ Separations by Race/EthnicityPermanent Employees ‐ 2018

WAGE AND SALARYCOMPARABILITY

3‐1

Difference MCG MCG Service Total MCG CPI ‐U MCG vs. Date of Year GWA Increment (3) Pay Increase Change (4) CPI Change CPI ChangesFY16‐FY19 Compounded Change (2): 12.77% 4.68% 8.09%

2018 (FY19) 2.00% 3.50% ‐‐ 1.30% ‐‐ 11‐14 ‐ 11‐152017 (FY18) 2.00% 3.50% ‐‐ 1.50% ‐‐ 11‐16 ‐ 11‐172016 (FY17) 1.00% 3.50% ‐‐ 1.20% ‐‐ 11‐15 ‐ 11‐162015 (FY16) 2.00% 3.50% ‐‐ 0.60% ‐‐ 11‐14 ‐ 11‐15

FY12‐FY15 Compounded Change (2): 14.20% 8.55% 5.65%

2014 (FY15) 3.25% 3.50% ‐‐ 1.20% ‐‐ 11‐13 ‐ 11‐142013 (FY14) 3.25% 3.50% ‐‐ 1.70% ‐‐ 11‐12 ‐ 11‐132012 (FY13) 0.00% 0.00% ‐‐ 2.10% ‐‐ 11‐11 ‐ 11‐122011 (FY12) 0.00% 0.00% ‐‐ 3.30% ‐‐ 11‐10 ‐ 11‐11 FY08‐FY11 Compounded Change: 20.50% 10.57% 9.93%

2010 (FY11) 0.00% 0.00% ‐‐ 1.60% ‐‐ 11‐09 ‐ 11‐102009 (FY10) 0.00% 3.50% ‐‐ 1.60% ‐‐ 11‐08 ‐ 11‐092008 (FY09) 4.50% 3.50% ‐‐ 2.50% ‐‐ 11‐07 ‐ 11‐082007 (FY08) 4.00% 3.50% ‐‐ 4.50% ‐‐ 11‐06 ‐ 11‐07 FY04‐FY07 Compounded Change (5,6): 28.72% 13.42% 15.29%

FY00‐FY03 Compounded Change: 29.59% 11.24% 18.35%

(1) Excludes police and fire bargaining unit employees. (2) FY15 GWA was effective on September 7, 2014; FY17 GWA was effective on July 10, 2016 (0.5%) and January 8, 2017 (0.5%); FY18 GWA was effective August 6, 2017; and FY19 GWA effective December 9, 2018.(3) Most employees not at the maximum of their assigned grade are eligible for a service increment.

(4) November 2017 and 2018: CPI‐U change, Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WV; November 2016 and before: CPI‐U change, Washington‐Baltimore, DC‐MD‐VA‐WV. (5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.

BASE PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES NOT AT MAXIMUM SALARY (1)

vs.CONSUMER PRICE INDEX (CPI)

Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.

3‐2

Difference MCG MCG Service Total MCG CPI ‐U MCG vs. Date of Year GWA Increment (3) Pay Increase Change (4) CPI Change CPI ChangesFY16‐FY19 Compounded Change (2): 5.12% 4.68% 0.44%

2018 (FY19) 2.00% 0.00% ‐‐ 1.30% ‐‐ 11‐14 ‐ 11‐152017 (FY18) 2.00% 0.00% ‐‐ 1.50% ‐‐ 11‐16 ‐ 11‐172016 (FY17) 1.00% 0.00% ‐‐ 1.20% ‐‐ 11‐15 ‐ 11‐162015 (FY16) 2.00% 0.00% ‐‐ 0.60% ‐‐ 11‐14 ‐ 11‐15

FY12‐FY15 Compounded Change (2): 6.61% 8.55% ‐1.94%

2014 (FY15) 3.25% 0.00% ‐‐ 1.20% ‐‐ 11‐13 ‐ 11‐142013 (FY14) 3.25% 0.00% ‐‐ 1.70% ‐‐ 11‐12 ‐ 11‐132012 (FY13) 0.00% 0.00% ‐‐ 2.10% ‐‐ 11‐11 ‐ 11‐122011 (FY12) 0.00% 0.00% ‐‐ 3.30% ‐‐ 11‐10 ‐ 11‐11 FY08‐FY11 Compounded Change: 8.68% 10.57% ‐1.89%

2010 (FY11) 0.00% 0.00% ‐‐ 1.60% ‐‐ 11‐09 ‐ 11‐102009 (FY10) 0.00% 0.00% ‐‐ 1.60% ‐‐ 11‐08 ‐ 11‐092008 (FY09) 4.50% 0.00% ‐‐ 2.50% ‐‐ 11‐07 ‐ 11‐082007 (FY08) 4.00% 0.00% ‐‐ 4.50% ‐‐ 11‐06 ‐ 11‐07 FY04‐FY07 Compounded Change (5,6): 12.17% 13.42% ‐1.25%



(4) November 2017 and 2018: CPI‐U change, Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WV; November 2016 and before: CPI‐U change, Washington‐Baltimore, DC‐MD‐VA‐WV. (5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.

BASE PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES AT MAXIMUM SALARY (1)

vs.

Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.

CONSUMER PRICE INDEX (CPI)

3‐3

PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES NOT AT MAXIMUM SALARY (1)

vs.PRIVATE SECTOR

Difference MCG MCG Service Total MCG Private Sector MCG vs.Year GWA Increment (3) Pay Increase Change (4) Private SectorFY16‐FY19 Compounded Change (2): 22.99% 12.77% 10.22%

2018 (FY19) 2.00% 3.50% ‐‐ 3.10% ‐‐2017 (FY18) 2.00% 3.50% ‐‐ 3.10% ‐‐2016 (FY17) 1.00% 3.50% ‐‐ 3.00% ‐‐2015 (FY16) 2.00% 3.50% ‐‐ 3.00% ‐‐

FY12‐FY15 Compounded Change (2): 14.20% 11.96% 2.24%

2014 (FY15) 3.25% 3.50% ‐‐ 3.00% ‐‐2013 (FY14) 3.25% 3.50% ‐‐ 2.90% ‐‐2012 (FY13) 0.00% 0.00% ‐‐ 2.80% ‐‐2011 (FY12) 0.00% 0.00% ‐‐ 2.76% ‐‐


2010 (FY11) 0.00% 0.00% ‐‐ 2.53% ‐‐2009 (FY10) 0.00% 3.50% ‐‐ 2.20% ‐‐2008 (FY09) 4.50% 3.50% ‐‐ 3.90% ‐‐2007 (FY08) 4.00% 3.50% ‐‐ 3.80% ‐‐ FY04‐FY07 Compounded Change (5,6): 28.72% 14.90% 13.82%



(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.

Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18. (4) World at Work 2018‐2019 Salary Budget Survey (top‐level results). Salary budget increases (zeros included) for all categories of private sector employees in the U.S.

3‐4

PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES AT MAXIMUM SALARY (1)

vs.PRIVATE SECTOR

Difference MCG MCG Service Total MCG Private Sector MCG vs.Year GWA Increment (3) Pay Increase Change (4) Private SectorFY16‐FY19 Compounded Change (2): 7.18% 12.77% ‐5.59%

2018 (FY19) 2.00% 0.00% ‐‐ 3.10% ‐‐2017 (FY18) 2.00% 0.00% ‐‐ 3.10% ‐‐2016 (FY17) 1.00% 0.00% ‐‐ 3.00% ‐‐2015 (FY16) 2.00% 0.00% ‐‐ 3.00% ‐‐

FY12‐FY15 Compounded Change (2): 6.61% 11.96% ‐5.36%

2014 (FY15) 3.25% 0.00% ‐‐ 3.00% ‐‐2013 (FY14) 3.25% 0.00% ‐‐ 2.90% ‐‐2012 (FY13) 0.00% 0.00% ‐‐ 2.80% ‐‐2011 (FY12) 0.00% 0.00% ‐‐ 2.76% ‐‐

FY08‐FY11 Compounded Change: 8.68% 13.01% ‐4.33%

2010 (FY11) 0.00% 0.00% ‐‐ 2.53% ‐‐2009 (FY10) 0.00% 0.00% ‐‐ 2.20% ‐‐2008 (FY09) 4.50% 0.00% ‐‐ 3.90% ‐‐2007 (FY08) 4.00% 0.00% ‐‐ 3.80% ‐‐ FY04‐FY07 Compounded Change (5,6): 12.17% 14.90% ‐2.73%

FY00‐FY03 Compounded Change: 12.93% 18.23% ‐5.29%


(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.

Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18. (4) World at Work 2018‐2019 Salary Budget Survey (top‐level results). Salary budget increases (zeros included) for all categories of private sector employees in the U.S.

3‐5

At Not atBargaining Unit Maximum Maximum Total‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐Police Bargaining Unit (FOP) Number 537 609 1,146

Percent 46.9% 53.1% 100%

Fire Bargaining Unit (IAFF) Number 395 742 1,137Percent 34.7% 65.3% 100%

MCGEO, UFCW Local 1994 Number 1,412 3,472 4,884Percent 28.9% 71.1% 100%

Eligible at Permanent Status Number 19 386 405(Local 1994 and IAFF) Percent 4.7% 95.3% 100%‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐Total Represented Number 2,363 5,209 7,572

Percent 31.2% 68.8% 100%‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐‐

Total Non‐Represented(2) Number 727 944 1,671Percent 43.5% 56.5% 100%

ALL EMPLOYEES Number 3,090 6,153 9,243Percent 33.4% 66.6% 100%

(1) As of December 31, 2018.

ELIGIBILITY OF PERMANENT EMPLOYEES FOR SERVICE INCREMENT(1)

(If at Maximum Salary, NOT Eligible; If Not at Maximum Salary, Eligible)

(2) Includes employees in the Management Leadership Service who are not eligible to receive service increments, but may receive performance‐based pay.

3‐6

FEDERAL GOVERNMENT(1)

Effective January 2019(2)

Federal MCG # Permanent % Diff. % DiffGrade Minimum Maximum Grade FT Emp. Minimum Maximum At Min At Max

GS‐11 $68,036 $88,450 21 440 $53,738 $88,849 ‐26.6% 0.4%

GS‐12 $81,548 $106,012 23 420 $58,958 $97,655 ‐38.3% ‐8.6%24 487 $61,765 $102,377 ‐32.0% ‐3.6%25 353 $64,708 $107,346 ‐26.0% 1.2%

GS‐13 $96,970 $126,062 24 487 $61,765 $102,377 ‐57.0% ‐23.1%25 353 $64,708 $107,346 ‐49.9% ‐17.4%26 159 $67,811 $112,566 ‐43.0% ‐12.0%27 26 $71,038 $118,047 ‐36.5% ‐6.8%M3 257 $77,453 $141,566 ‐25.2% 11.0%

GS‐14 $114,590 $148,967 28 148 $74,227 $123,799 ‐54.4% ‐20.3%29 4 $77,575 $129,838 ‐47.7% ‐14.7%31 2 $84,791 $142,843 ‐35.1% ‐4.3%M2 119 $90,156 $163,663 ‐27.1% 9.0%

GS‐15 $134,789 $164,200 M2 119 $90,156 $163,663 ‐49.5% ‐0.3%M1 27 $103,099 $183,113 ‐30.7% 10.3%

(2) Federal government employees expect to receive a general schedule increase of 1.9% in 2019 but it requires the president's executive order reversing the pay freeze order issued in December 2018; above Federal table does not include the expected increase; the locality rate unchanged from 2018 level, 28.22%, for 2019.

COMPARISON OF SALARIES FOR MIDDLE MANAGEMENT AND PROFESSIONAL POSITIONSFEDERAL GOVERNMENT VS. MONTGOMERY COUNTY GOVERNMENT

MONTGOMERY COUNTY GOVERNMENTJanuary 2019

(1) Locality Pay for Washington‐Baltimore‐Northern Virginia, DC‐MD‐VA‐WV‐PA. Source: https://www.opm.gov/policy‐data‐oversight/pay‐leave/salaries‐wages/salary‐tables/19Tables/html/DCB.aspx

3‐7

% Change % ChangeReq. to % Dif. Req. to % Dif.

Human Resources Montgomery County MCG HRA Reach Bet. MCG MCG HRA Reach Bet. MCGAssociation (HRA) Government (MCG) Range Avg Range HRA Avg. & HRA Range Avg. Range HRA Avg. & HRAJob Title Job Title Minimum Minimum Minimum Minimum Maximum Maximum Maximum Maximum‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐Computer Operator I IT Technician I $38,629 $34,000 ‐12.0% 13.6% I $62,768 $59,640 ‐5.0% 5.2%Computer Operator II IT Technician II $41,963 $45,635 8.8% ‐8.0% I $68,893 $79,015 14.7% ‐12.8%Applications Analyst/Developer II IT Specialist III $66,481 $61,880 ‐6.9% 7.4% I $110,359 $111,490 1.0% ‐1.0%Applications Analyst/Developer III Senior IT Specialist $72,772 $74,725 2.7% ‐2.6% I $121,372 $132,670 9.3% ‐8.5%Systems Programmer III Senior IT Specialist $72,772 $75,465 3.7% ‐3.6% I $121,372 $121,835 0.4% ‐0.4%IT/Helpdesk Support Analyst I IT Specialist I $50,299 $53,625 6.6% ‐6.2% I $83,100 $84,710 1.9% ‐1.9%Accounting Clerk I Principal Administrative Aide $37,088 $33,495 ‐9.7% 10.7% I $59,915 $57,570 ‐3.9% 4.1%Accounting Clerk II Office Services Coordinator $41,963 $36,410 ‐13.2% 15.3% I $68,893 $72,990 5.9% ‐5.6%Accounting Clerk III Fiscal Assistant $41,963 $41,035 ‐2.2% 2.3% I $68,893 $69,055 0.2% ‐0.2%Payroll Clerk I Office Services Coordinator $41,963 $39,265 ‐6.4% 6.9% I $68,893 $66,545 ‐3.4% 3.5%Accountant I Accountant/Auditor I $45,877 $43,905 ‐4.3% 4.5% I $75,653 $72,470 ‐4.2% 4.4%Accountant III Accountant/Auditor III $57,802 $62,200 7.6% ‐7.1% I $95,740 $106,280 11.0% ‐9.9%Budget Analyst II Mgmt. & Budget Spec. II $55,176 $54,595 ‐1.1% 1.1% I $91,314 $93,205 2.1% ‐2.0%Budget Analyst III Mgt and Budget Specialist III $69,645 $64,400 ‐7.5% 8.1% I $115,732 $111,375 ‐3.8% 3.9%Buyer II Procurement Specialist II $57,802 $50,780 ‐12.1% 13.8% I $95,740 $87,695 ‐8.4% 9.2%Employee Relations (EEO) Representative II Human Resources Specialist III $63,439 $57,240 ‐9.8% 10.8% I $105,241 $105,535 0.3% ‐0.3%Recruiting (Employment) Manager Manager III $75,934 $89,185 17.5% ‐14.9% I $138,790 $152,520 9.9% ‐9.0%Librarian/Information Center Specialist II Librarian I $52,684 $53,040 0.7% ‐0.7% I $87,107 $86,220 ‐1.0% 1.0%Janitor/Custodian I Building Services Worker II $30,432 $27,210 ‐10.6% 11.8% I $47,635 $49,030 2.9% ‐2.8%Call Center Representative I Customer Service Rep I $37,088 $35,990 ‐3.0% 3.1% I $59,915 $60,400 0.8% ‐0.8%Call Center Supervisor Program Manager I $57,802 $53,960 ‐6.6% 7.1% I $95,740 $109,000 13.9% ‐12.2%Security Guard I (Unarmed) Security Officer I $40,242 $30,210 ‐24.9% 33.2% I $65,751 $49,490 ‐24.7% 32.9%Security Guard Supervisor Security Officer IV (Lt.) $57,802 $60,620 4.9% ‐4.6% I $95,740 $89,660 ‐6.4% 6.8%Administrative Assistant I Administrative Aide $35,621 $33,895 ‐4.8% 5.1% I $57,203 $56,050 ‐2.0% 2.1%Administrative Assistant II Principal Administrative Aide $37,088 $37,655 1.5% ‐1.5% I $59,915 $63,650 6.2% ‐5.9%Administrative Assistant III Office Services Coordinator $41,963 $40,165 ‐4.3% 4.5% I $68,893 $68,100 ‐1.2% 1.2%Executive Assistant III Senior Executive Admin. Aide $45,877 $51,985 13.3% ‐11.7% I $75,653 $89,240 18.0% ‐15.2%Executive Assistant to CEO III Executive Admin. Aide to CAO $50,299 $63,385 26.0% ‐20.6% I $83,100 $105,890 27.4% ‐21.5%Office Manager Administrative Specialist II $52,684 $59,960 13.8% ‐12.1% I $87,107 $96,450 10.7% ‐9.7%Public Relations Specialist III Public Information Officer II $63,439 $75,375 18.8% ‐15.8% I $105,241 $123,760 17.6% ‐15.0%Graphics Designer II Graphic Artist $48,039 $51,780 7.8% ‐7.2% I $79,285 $90,920 14.7% ‐12.8%Legal Secretary II Legal Secretary II $41,963 $44,790 6.7% ‐6.3% I $68,893 $75,310 9.3% ‐8.5%Legal Assistant/Paralegal II Paralegal Specialist $57,802 $57,530 ‐0.5% 0.5% I $95,740 $90,945 ‐5.0% 5.3%In House Attorney II Assistant County Attorney II $69,645 $109,105 56.7% ‐36.2% I $115,732 $171,825 48.5% ‐32.6%In House Attorney III Assistant County Attorney III $86,926 $139,140 60.1% ‐37.5% I $144,328 $225,870 56.5% ‐36.1%Social Worker (MSW‐LCSW) ‐ II Social Worker III $60,554 $54,600 ‐9.8% 10.9% I $100,370 $103,100 2.7% ‐2.6%Staff Nurse (RN) II Community Health Nurse II $60,554 $60,590 0.1% ‐0.1% I $100,370 $108,110 7.7% ‐7.2%Nurse Practitioner III Nurse Practitioner $66,481 $79,550 19.7% ‐16.4% I $110,359 $139,390 26.3% ‐20.8%Marketing Analyst II Transit Marketing Specialist $52,684 $54,265 3.0% ‐2.9% I $87,107 $91,995 5.6% ‐5.3%Vehicle Mechanic II Mechanic Technician II $45,877 $42,800 ‐6.7% 7.2% I $75,653 $71,840 ‐5.0% 5.3%Plumber II Plumber I $43,866 $41,760 ‐4.8% 5.0% I $72,189 $77,240 7.0% ‐6.5%

Avg % Change FY18: 2.89% 6.31%Avg % Difference FY18: ‐0.81% ‐4.45%

NOTES:

● Percentage change required for MCG salary to reach HRA average salary was calculated by dividing dollar difference by MCG salary.● Percentage difference between MCG salary and HRA average salary was calculated by dividing dollar difference by HRA salary.

SALARY COMPARSIONSWASHINGTON‐BALTIMORE METROPOLITAN REGION vs MONTGOMERY COUNTY GOVERNMENT

BASED ON HUMAN RESOURCES ASSOCIATION 2018 COMPENSATION SURVEY REPORT AND MCG FY18 SALARY SCHEDULES

● 2018 Human Resources Associa on of the Na onal Capital Area (HRA‐NCA) Compensa on Survey Report includes data on 541 job tles from 201 par cipa ng private and public‐sector employers in the Washington‐Baltimore Consolidated Metropolitan Statistical Area. The survey provides useful data on current salaries in the area but is not a reliable measure of salary changes over time, as survey participants, jobs, and job matches change from year to year.

3‐8

MCG Alex Anne Arlington Balt Balt Fairfax Howard PGMontgomery County Title Grade City Arundel Co City Co Co Co MNCPPC Co WSSC Median MCG

Accountant/Auditor III 23 56.8 49.5 61.6 59.5 48.9 58.5 54.4 52.5 48.1 57.9 55.6 59.0 ‐5.7% 6.1%Building Services Worker II 8 30.3 27.2 28.6 28.9 27.8 27.8 29.2 27.2 29.4 28.6 31.3 ‐8.6% 9.4%Carpenter I 17 39.0 32.1 38.6 44.1 40.2 40.9 32.0 45.6 39.6 44.7 ‐11.4% 12.9%Community Health Nurse II 24 59.7 61.6 61.5 58.4 58.5 47.7 59.1 61.8 ‐4.4% 4.6%Correctional Supervisor ‐ Sergeant C6 55.6 63.0 48.9 58.0 55.5 50.8 55.6 59.1 ‐6.0% 6.4%Correctional Officer I (Pvt) C3 50.1 43.9 47.0 46.3 1.5% ‐1.5%Correctional Officer III (Corporal) C5 41.8 51.9 42.5 52.6 44.2 46.1 45.2 53.5 ‐15.6% 18.5%Electrician I 18 35.0 44.3 48.4 45.6 40.9 32.3 45.6 44.3 46.8 ‐5.3% 5.6%Engineer III 25 69.1 61.8 56.2 67.2 51.0 67.3 66.7 63.4 61.4 70.0 65.1 64.7 0.5% ‐0.5%Engineer Technician II 18 42.4 39.0 43.0 42.5 46.2 40.2 41.2 52.6 42.4 46.8 ‐9.3% 10.3%Equipment Operator I 14 32.2 33.1 35.5 31.2 32.5 36.7 34.0 36.4 35.6 34.0 39.4 ‐13.7% 15.9%Equipment Operator III 16 38.7 38.4 42.7 36.1 38.6 42.1 37.5 40.9 39.2 34.4 38.6 42.8 ‐9.7% 10.8%Fire/Rescue Lieutenant B1 59.9 47.9 65.6 62.3 59.0 67.1 82.0 54.5 61.1 62.8 ‐2.7% 2.8%Firefighter/Rescuer I F1 46.9 39.4 50.6 37.3 35.8 53.9 42.9 42.9 47.1 ‐8.9% 9.8%Firefighter/Rescuer III F3 49.3 39.4 50.6 45.9 55.7 59.8 45.0 49.3 51.9 ‐5.0% 5.3%Highway Inspector I 19 49.1 44.5 53.6 39.7 42.5 50.7 49.0 41.2 52.6 49.0 49.0 0.0% 0.0%Human Resources Specialist I 18 57.4 56.2 48.9 61.3 60.2 52.5 48.1 77.0 56.8 46.8 21.4% ‐17.6%HVAC Mechanic I 18 46.8 38.4 64.8 35.0 44.3 46.2 45.6 40.9 32.3 63.7 45.0 46.8 ‐4.0% 4.1%Senior Information Technology Specialist 28 54.1 63.2 48.9 49.1 62.4 55.2 54.7 74.2 ‐26.3% 35.7%Information Technology Specialist III 26 62.7 57.4 48.8 55.8 60.1 55.1 48.1 55.8 67.8 ‐17.7% 21.5%Information Technology Technician III 19 40.5 47.1 38.2 33.5 40.9 51.8 40.7 49.0 ‐16.9% 20.4%Librarian I 21 51.6 56.2 44.9 34.5 50.7 50.7 53.7 ‐5.6% 5.9%Management and Budget Specialist III 25 56.8 71.6 53.6 67.2 74.1 58.5 54.4 59.4 47.7 57.9 58.2 64.7 ‐10.0% 11.2%Mechanic Technician II 18 44.5 38.4 51.3 37.3 42.4 48.4 45.6 40.9 37.4 45.6 43.5 46.8 ‐7.1% 7.7%Office Clerk 5 29.5 26.8 25.5 27.9 28.2 38.5 31.0 29.3 25.5 29.7 28.8 31.3 ‐8.1% 8.9%Permitting & Code Enforcement Inspector III 23 44.5 44.5 57.3 41.3 44.6 50.7 44.4 41.2 63.7 44.5 59.0 ‐24.6% 32.6%Planning Specialist III 23 56.8 57.4 63.2 48.9 58.5 54.4 52.5 47.7 55.6 59.0 ‐5.7% 6.1%Police Officer I P2 47.9 51.5 49.0 50.0 52.1 55.2 52.6 51.7 52.6 51.7 55.1 ‐6.2% 6.6%Police Sergeant A1 58.2 63.5 64.7 69.9 82.9 60.3 77.3 60.8 65.2 64.7 66.9 ‐3.3% 3.4%Public Safety Communications Specialist III 19 49.1 40.3 50.9 39.7 40.7 50.1 42.5 40.9 39.9 40.9 49.0 ‐16.5% 19.8%Principal Administrative Aide 13 29.5 39.0 29.7 35.2 38.5 32.9 36.4 35.9 43.5 35.9 37.8 ‐5.0% 5.3%Procurement Specialist III 25 56.8 53.3 56.2 46.8 48.9 58.5 49.0 59.4 47.6 57.9 54.8 64.7 ‐15.4% 18.2%Public Service Worker II 9 29.4 28.5 28.6 29.5 28.8 30.5 31.2 29.2 27.9 29.2 32.3 ‐9.6% 10.6%Recreation Specialist 21 51.6 57.4 55.6 44.9 48.9 50.7 44.3 59.4 47.7 50.7 53.7 ‐5.6% 5.9%Social Worker II 23 59.7 56.2 48.8 58.4 55.6 54.4 47.7 55.6 59.0 ‐5.8% 6.1%Therapist II 24 62.7 56.2 55.6 55.2 55.9 61.8 ‐9.5% 10.6%

NOTES:

● Montgomery County salaries based on FY19 salary schedules.● Median salary does not include Montgomery County (MCG). ● Percent change required for MCG salary to reach LGPA median salary was calculated by dividing dollar difference by MCG salary. Instances where the MCG salary is higher than the median are characterized as a negative.● Percent difference between MCG salary and LGPA median salary was calculated by dividing dollar difference by LGPA median salary.● MNCPPC = Maryland‐Na onal Capital Park and Planning Commission; MCG = Montgomery County Government; PG = Prince George's; WSSC = Washington Suburban Sanitary Commission.

● Source: FY2019 Local Government Personnel Associa on Salary Survey (LGPA). Survey includes data from 24 jurisdic ons in the na onal capital area.

FY19 MINIMUM SALARY COMPARISONSSELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES

(IN THOUSANDS)% Chg Req for MCG to

Reach Median

% Dif Between MCG & Median

3‐9

MCG Alex Anne Arlington Balt Balt Fairfax Howard PGMontgomery County Title Grade City Arundel Co City Co Co Co MNCPPC Co WSSC Median MCG

Accountant/Auditor III 23 93.4 84.1 94.1 95.4 60.9 97.4 93.0 89.8 93.6 88.3 93.2 97.7 ‐4.6% 4.8%Building Services Worker II 8 42.2 42.0 43.7 30.5 34.0 46.4 52.6 45.0 50.5 43.7 48.6 ‐10.1% 11.2%Carpenter I 17 59.6 35.4 48.9 73.5 61.7 70.0 59.1 77.3 60.7 73.6 ‐17.6% 21.4%Community Health Nurse II 24 98.1 96.3 70.1 73.5 97.4 87.4 91.9 102.4 ‐10.3% 11.5%Correctional Supervisor ‐ Sergeant C6 94.7 106.4 60.9 85.6 91.9 95.3 93.3 99.1 ‐5.9% 6.2%Correctional Officer I (Pvt) C3 74.0 82.4 78.2 70.0 11.7% ‐10.5%Correctional Officer III (Corporal) C5 63.2 87.7 58.4 77.7 68.8 86.5 73.3 86.6 ‐15.4% 18.2%Electrician I 18 39.1 56.4 80.6 69.8 70.0 59.7 77.3 69.8 77.2 ‐9.6% 10.6%Engineer III 25 113.5 110.3 111.8 107.4 63.4 112.2 114.1 110.5 119.4 106.9 111.2 107.3 3.6% ‐3.5%Engineer Technician II 18 69.7 59.6 52.2 53.4 77.0 68.1 75.7 80.3 68.9 77.2 ‐10.8% 12.0%Equipment Operator I 14 58.1 51.1 54.2 32.6 40.5 61.2 49.4 62.4 65.7 54.2 64.0 ‐15.3% 18.1%Equipment Operator III 16 63.5 59.2 65.3 40.6 48.9 70.2 57.2 70.0 72.1 62.2 62.9 70.3 ‐10.6% 11.9%Fire/Rescue Lieutenant B1 106.1 107.8 110.7 76.0 79.9 99.1 121.1 110.9 107.0 108.9 ‐1.8% 1.8%Firefighter/Rescuer I F1 83.2 82.8 85.6 59.6 48.8 79.5 80.0 80.0 81.7 ‐2.1% 2.1%Firefighter/Rescuer III F3 87.3 82.8 85.6 61.5 82.3 88.2 88.8 85.6 90.0 ‐4.9% 5.1%Highway Inspector I 19 80.7 68.7 93.1 48.0 53.4 84.6 83.3 75.7 80.3 80.3 80.9 ‐0.7% 0.7%Human Resources Specialist I 18 102.4 111.8 60.9 102.2 103.0 89.8 93.6 117.6 102.3 77.2 32.5% ‐24.5%HVAC Mechanic I 18 76.9 59.2 99.0 39.1 56.4 77.0 69.8 70.0 59.7 97.2 69.9 77.2 ‐9.5% 10.4%Senior Information Technology Specialist 28 89.0 101.2 61.9 83.3 107.0 100.8 94.9 123.8 ‐23.3% 30.5%Information Technology Specialist III 26 103.0 102.4 59.4 70.1 102.0 94.3 93.6 94.3 112.6 ‐16.3% 19.4%Information Technology Technician III 19 66.5 80.0 46.0 42.5 69.9 77.7 68.2 80.9 ‐15.7% 18.6%Librarian I 21 84.7 90.0 54.5 53.1 84.6 84.6 88.8 ‐4.7% 5.0%Management and Budget Specialist III 25 93.4 127.9 107.1 107.4 115.4 97.4 93.0 101.9 87.4 88.3 99.7 107.3 ‐7.1% 7.7%Mechanic Technician II 18 73.2 59.2 78.4 42.2 53.8 80.6 69.8 70.0 68.8 77.3 69.9 77.2 ‐9.5% 10.4%Office Clerk 5 46.2 43.1 39.0 31.7 35.2 64.1 44.6 52.7 49.6 45.3 45.0 42.8 5.0% ‐4.8%Permitting & Code Enforcement Inspector III 23 73.2 68.7 87.5 50.1 55.8 84.6 75.4 75.7 97.2 75.4 97.7 ‐22.8% 29.6%Planning Specialist III 23 93.4 102.4 101.2 60.9 97.4 93.0 89.8 87.4 93.2 97.7 ‐4.6% 4.8%Police Officer I P2 84.8 82.6 83.9 65.4 76.9 56.8 82.2 80.5 80.3 80.5 88.0 ‐8.5% 9.3%Police Sergeant A1 103.5 90.6 107.4 97.3 83.5 89.1 101.8 102.5 104.3 101.8 112.0 ‐9.1% 10.0%Public Safety Communications Specialist III 19 80.7 62.2 77.8 48.0 51.6 74.1 72.8 70.0 83.0 72.8 80.9 ‐10.0% 11.1%Principal Administrative Aide 13 47.4 59.6 34.2 44.6 64.1 55.6 62.4 69.8 66.4 59.6 61.1 ‐2.5% 2.5%Procurement Specialist III 25 93.4 95.1 111.8 56.9 60.9 97.4 84.0 101.9 92.6 88.3 93.0 107.3 ‐13.3% 15.4%Public Service Worker II 9 48.3 44.0 43.7 30.4 35.4 50.8 42.6 52.6 47.2 44.0 50.8 ‐13.4% 15.5%Recreation Specialist 21 84.7 102.4 84.8 54.5 60.9 84.6 75.8 101.9 87.4 84.7 88.8 ‐4.6% 4.8%Social Worker II 23 98.1 85.9 59.4 73.5 92.7 93.0 87.4 87.4 97.7 ‐10.5% 11.8%Therapist II 24 103.0 85.9 92.7 100.8 96.8 102.4 ‐5.5% 5.8%

NOTES:

● Montgomery County salaries based on FY19 salary schedules; Maximum salary includes longevity.● Median salary does not include Montgomery County (MCG). ● Percent change required for MCG salary to reach LGPA median salary was calculated by dividing dollar difference by MCG salary. Instances where the MCG salary is higher than the median are characterized as a negative.● Percent difference between MCG salary and LGPA median salary was calculated by dividing dollar difference by LGPA median salary.● MNCPPC = Maryland‐Na onal Capital Park and Planning Commission; MCG = Montgomery County Government; PG = Prince George's; WSSC = Washington Suburban Sanitary Commission.


FY19 MAXIMUM SALARY COMPARISONSSELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES

(IN THOUSANDS)% Chg Req for MCG to

Reach Median

% Dif Between MCG & Median

3‐10

MCG Alex Anne Arlington Balt Balt Fairfax Howard PGMontgomery County Title Grade Median City Arundel Co City Co Co Co MNCPPC Co WSSC MCG

Accountant/Auditor III 23 56.8 0.0% ‐12.9% 8.4% 4.7% ‐14.0% 2.9% ‐4.3% ‐7.6% ‐15.4% 1.9% 3.8%Building Services Worker II 8 28.8 5.4% ‐5.4% ‐0.6% 0.6% ‐3.4% ‐3.4% 1.5% ‐5.4% 2.2% 8.8%Carpenter I 17 40.2 ‐3.0% ‐20.1% ‐4.0% 9.7% 0.0% 1.7% ‐20.4% 13.4% 11.2%Community Health Nurse II 24 59.7 0.0% 3.2% 3.1% ‐2.1% ‐2.0% ‐20.1% 3.6%Correctional Supervisor ‐ Sergeant C6 55.6 0.0% 13.3% ‐12.1% 4.3% ‐0.2% ‐8.6% 6.3%Correctional Officer I (Pvt) C3 46.3 8.2% ‐5.2% 0.0%Correctional Officer III (Corporal) C5 46.1 ‐9.3% 12.6% ‐7.8% 14.1% ‐4.1% 0.0% 16.1%Electrician I 18 45.0 ‐22.2% ‐1.4% 7.7% 1.4% ‐9.0% ‐28.1% 1.4% 4.1%Engineer III 25 64.7 6.8% ‐4.5% ‐13.1% 3.9% ‐21.2% 4.0% 3.1% ‐2.0% ‐5.1% 8.2% 0.0%Engineer Technician II 18 42.5 ‐0.2% ‐8.2% 1.2% 0.0% 8.7% ‐5.4% ‐3.1% 23.8% 10.1%Equipment Operator I 14 34.8 ‐7.4% ‐4.7% 2.2% ‐10.2% ‐6.5% 5.6% ‐2.2% 4.7% 2.4% 13.4%Equipment Operator III 16 38.7 0.0% ‐0.7% 10.5% ‐6.5% ‐0.2% 8.9% ‐3.0% 5.8% 1.4% ‐11.0% 10.7%Fire/Rescue Lieutenant B1 62.3 ‐3.8% ‐23.1% 5.3% 0.0% ‐5.3% 7.7% 31.6% ‐12.5% 0.8%Firefighter/Rescuer I F1 44.9 4.5% ‐12.2% 12.7% ‐16.9% ‐20.2% 20.0% ‐4.5% 4.9%Firefighter/Rescuer III F3 49.9 ‐1.3% ‐21.1% 1.3% ‐8.1% 11.5% 19.7% ‐9.9% 3.9%Highway Inspector I 19 49.0 0.2% ‐9.2% 9.4% ‐19.0% ‐13.3% 3.5% 0.0% ‐15.9% 7.3% 0.0%Human Resources Specialist I 18 56.2 2.1% 0.0% ‐13.0% 9.1% 7.1% ‐6.6% ‐14.4% 37.0% ‐16.7%HVAC Mechanic I 18 45.6 2.5% ‐15.8% 42.1% ‐23.3% ‐2.9% 1.3% 0.0% ‐10.3% ‐29.2% 39.7% 2.6%Senior Information Technology Specialist 28 55.2 ‐1.9% 14.5% ‐11.4% ‐11.1% 13.0% 0.0% 34.4%Information Technology Specialist III 26 56.6 10.8% 1.4% ‐13.8% ‐1.4% 6.2% ‐2.7% ‐15.0% 19.8%Information Technology Technician III 19 40.9 ‐1.0% 15.2% ‐6.6% ‐18.1% 0.0% 26.7% 19.8%Librarian I 21 51.1 0.8% 9.9% ‐12.3% ‐32.5% ‐0.8% 5.0%Management and Budget Specialist III 25 58.5 ‐2.8% 22.4% ‐8.4% 14.9% 26.7% 0.0% ‐7.0% 1.5% ‐18.5% ‐1.0% 10.6%Mechanic Technician II 18 44.5 0.0% ‐13.8% 15.2% ‐16.3% ‐4.8% 8.7% 2.4% ‐8.2% ‐16.0% 2.4% 5.1%Office Clerk 5 29.3 0.7% ‐8.5% ‐13.0% ‐4.8% ‐3.8% 31.4% 5.8% 0.0% ‐13.0% 1.4% 6.8%Permitting & Code Enforcement Inspector III 23 44.6 ‐0.1% ‐0.1% 28.6% ‐7.3% 0.1% 13.8% ‐0.3% ‐7.5% 43.0% 32.4%Planning Specialist III 23 56.8 0.0% 1.0% 11.2% ‐14.0% 2.9% ‐4.3% ‐7.6% ‐16.1% 3.8%Police Officer I P2 51.9 ‐7.8% ‐0.8% ‐5.6% ‐3.7% 0.4% 6.4% 1.3% ‐0.4% 1.3% 6.2%Police Sergeant A1 65.0 ‐10.4% ‐2.2% ‐0.4% 7.6% 27.6% ‐7.2% 19.0% ‐6.4% 0.4% 3.0%Public Safety Communications Specialist III 19 41.7 17.7% ‐3.4% 22.1% ‐4.8% ‐2.4% 20.1% 1.9% ‐1.9% ‐4.3% 17.5%Principal Administrative Aide 13 36.2 ‐18.4% 7.9% ‐17.9% ‐2.6% 6.5% ‐9.0% 0.7% ‐0.7% 20.3% 4.6%Procurement Specialist III 25 56.2 1.1% ‐5.2% 0.0% ‐16.7% ‐13.0% 4.1% ‐12.8% 5.7% ‐15.3% 3.0% 15.1%Public Service Worker II 9 29.3 0.3% ‐2.7% ‐2.4% 0.5% ‐1.7% 4.1% 6.5% ‐0.3% ‐4.8% 10.2%Recreation Specialist 21 51.1 0.8% 12.3% 8.8% ‐12.3% ‐4.4% ‐0.8% ‐13.4% 16.2% ‐6.7% 5.0%Social Worker II 23 55.9 6.8% 0.5% ‐12.7% 4.5% ‐0.5% ‐2.7% ‐14.7% 5.5%Therapist II 24 56.2 11.5% 0.0% ‐1.1% ‐1.8% 10.0%

1.1% ‐4.4% 5.7% ‐6.2% ‐5.6% 5.7% 1.7% ‐0.4% ‐9.7% 12.3% 8.3%29 27 29 30 34 32 30 23 34 18 36

NOTES:

● Montgomery County salaries based on FY19 salary schedules; Maximum salary includes longevity.● Median salary includes Montgomery County. ● Percent difference between salary and LGPA median salary was calculated by dividing dollar difference by LGPA median salary.● MNCPPC = Maryland‐Na onal Capital Park and Planning Commission; MCG = Montgomery County Government; PG = Prince George's; WSSC = Washington Suburban Sanitary Commission.

FY19 MINIMUM SALARY COMPARISONSSELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES

Average $ Difference from Median:# of Classes Matched:


3‐11

MCG Alex Anne Arlington Balt Balt Fairfax Howard PGMontgomery County Title Grade Median City Arundel Co City Co Co Co MNCPPC Co WSSC MCG

Accountant/Auditor III 23 93.4 0.0% ‐10.0% 0.7% 2.1% ‐34.8% 4.3% ‐0.4% ‐3.9% 0.2% ‐5.5% 4.6%Building Services Worker II 8 44.4 ‐4.8% ‐5.3% ‐1.5% ‐31.2% ‐23.3% 4.6% 18.6% 1.5% 13.9% 9.6%Carpenter I 17 61.7 ‐3.4% ‐42.6% ‐20.7% 19.1% 0.0% 13.5% ‐4.2% 25.3% 19.3%Community Health Nurse II 24 96.3 1.9% 0.0% ‐27.2% ‐23.7% 1.1% ‐9.2% 6.3%Correctional Supervisor ‐ Sergeant C6 94.7 0.0% 12.4% ‐35.7% ‐9.6% ‐3.0% 0.6% 4.6%Correctional Officer I (Pvt) C3 74.0 0.0% 11.4% ‐5.4%Correctional Officer III (Corporal) C5 77.7 ‐18.7% 12.9% ‐24.8% 0.0% ‐11.5% 11.3% 11.5%Electrician I 18 69.9 ‐44.1% ‐19.3% 15.3% ‐0.1% 0.1% ‐14.6% 10.6% 10.4%Engineer III 25 110.5 2.7% ‐0.2% 1.2% ‐2.8% ‐42.6% 1.5% 3.3% 0.0% 8.1% ‐3.3% ‐2.9%Engineer Technician II 18 69.7 0.0% ‐14.5% ‐25.1% ‐23.4% 10.5% ‐2.3% 8.6% 15.2% 10.8%Equipment Operator I 14 56.2 3.5% ‐9.0% ‐3.5% ‐41.9% ‐27.9% 9.0% ‐12.0% 11.1% 17.0% 14.0%Equipment Operator III 16 63.5 0.0% ‐6.8% 2.8% ‐36.1% ‐23.0% 10.6% ‐9.9% 10.2% 13.5% ‐2.0% 10.7%Fire/Rescue Lieutenant B1 107.8 ‐1.6% 0.0% 2.7% ‐29.5% ‐25.9% ‐8.1% 12.3% 2.9% 1.0%Firefighter/Rescuer I F1 80.9 2.9% 2.4% 5.9% ‐26.3% ‐39.6% ‐1.7% ‐1.1% 1.1%Firefighter/Rescuer III F3 86.5 1.0% ‐4.2% ‐1.0% ‐28.9% ‐4.8% 2.0% 2.7% 4.1%Highway Inspector I 19 80.5 0.2% ‐14.7% 15.7% ‐40.4% ‐33.7% 5.1% 3.5% ‐6.0% ‐0.2% 0.5%Human Resources Specialist I 18 102.2 0.2% 9.4% ‐40.4% 0.0% 0.8% ‐12.1% ‐8.4% 15.1% ‐24.5%HVAC Mechanic I 18 70.0 9.9% ‐15.4% 41.4% ‐44.1% ‐19.4% 10.0% ‐0.3% 0.0% ‐14.7% 38.9% 10.3%Senior Information Technology Specialist 28 100.8 ‐11.7% 0.4% ‐38.6% ‐17.4% 6.2% 0.0% 22.8%Information Technology Specialist III 26 98.2 4.9% 4.3% ‐39.4% ‐28.6% 3.9% ‐3.9% ‐4.6% 14.7%Information Technology Technician III 19 69.9 ‐4.9% 14.4% ‐34.2% ‐39.2% 0.0% 11.2% 15.7%Librarian I 21 84.7 0.1% 6.3% ‐35.6% ‐37.3% ‐0.1% 4.9%Management and Budget Specialist III 25 101.9 ‐8.3% 25.5% 5.1% 5.4% 13.2% ‐4.4% ‐8.7% 0.0% ‐14.2% ‐13.3% 5.3%Mechanic Technician II 18 70.0 4.6% ‐15.4% 12.0% ‐39.7% ‐23.1% 15.1% ‐0.3% 0.0% ‐1.7% 10.4% 10.3%Office Clerk 5 44.6 3.6% ‐3.4% ‐12.6% ‐28.9% ‐21.1% 43.7% 0.0% 18.2% 11.2% 1.6% ‐4.0%Permitting & Code Enforcement Inspector III 23 75.6 ‐3.1% ‐9.1% 15.8% ‐33.7% ‐26.1% 12.0% ‐0.2% 0.2% 28.7% 29.3%Planning Specialist III 23 93.4 0.0% 9.6% 8.4% ‐34.8% 4.3% ‐0.4% ‐3.9% ‐6.4% 4.6%Police Officer I P2 81.4 4.2% 1.5% 3.1% ‐19.6% ‐5.5% ‐30.2% 1.0% ‐1.0% ‐1.3% 8.2%Police Sergeant A1 102.2 1.3% ‐11.3% 5.1% ‐4.7% ‐18.3% ‐12.8% ‐0.3% 0.3% 2.1% 9.6%Public Safety Communications Specialist III 19 73.5 9.9% ‐15.3% 5.9% ‐34.6% ‐29.7% 0.9% ‐0.9% ‐4.7% 13.0% 10.1%Principal Administrative Aide 13 60.4 ‐21.5% ‐1.2% ‐43.3% ‐26.1% 6.2% ‐7.9% 3.4% 15.7% 10.0% 1.2%Procurement Specialist III 25 93.4 0.0% 1.8% 19.7% ‐39.1% ‐34.8% 4.3% ‐10.1% 9.1% ‐0.9% ‐5.5% 14.9%Public Service Worker II 9 45.6 5.9% ‐3.5% ‐4.2% ‐33.3% ‐22.4% 11.4% ‐6.6% 15.4% 3.5% 11.4%Recreation Specialist 21 84.8 ‐0.1% 20.8% 0.1% ‐35.7% ‐28.1% ‐0.2% ‐10.6% 20.2% 3.1% 4.8%Social Worker II 23 90.1 8.9% ‐4.6% ‐34.0% ‐18.4% 2.9% 3.3% ‐2.9% 8.5%Therapist II 24 100.8 2.2% ‐14.8% ‐8.0% 0.0% 1.6%

1.1% ‐3.1% 3.9% ‐26.9% ‐27.1% 4.3% ‐3.5% 4.3% 1.1% 8.3% 7.2%29 27 29 30 34 32 30 23 34 18 36

NOTES:

● Montgomery County salaries based on FY19 salary schedules; Maximum salary includes longevity.● Median salary includes Montgomery County.

● MNCPPC = Maryland‐Na onal Capital Park and Planning Commission; MCG = Montgomery County Government; PG = Prince George's; WSSC = Washington Suburban Sanitary Commission.

PERCENT DIFFERENCE FROM MEDIAN SALARYFY19 MAXIMUM SALARY COMPARISONS

SELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES

Average $ Difference from Median:# of Classes Matched:


● Percent difference between salary and LGPA median salary was calculated by dividing dollar difference by LGPA median salary.

3‐12

World At Work 2018‐2019 Salary Budget Survey (June 2018)

1,900+ National 3.1% 4.4% 3.2%

Mercer‐ 2018/2019 U.S. Compensation Planning Survey (December 2018)

1,526 National 2.8% 4.4% 2.9%

Human Resource Association of the National Capital Area (HRA‐NCA) Compensation Survey Report‐ 39th Edition, pages 1‐4 (September 2018).

201Washington/Baltimore Metropolitan Area 3.9% 4.4% N/A

MCG ‐ Average FY19 (2)

Survey ‐ Budgeted FY19

(1) Average salary increase (e.g., cost of living, merit, general wage adjustment, etc.) reported for non‐exempt (union and non‐union) and exempt (union and non‐union) salaried employees.(2) The MCG approved FY19 percentage increase for all non‐MLS merit employees was the same as FY18 at 4.4% (2.0% GWA for all employees plus 3.5% for employees not at the maximum salary for their grade). MLS employees received an average performance‐based increase of 3.19% in FY19 (plus a 2% GWA in FY19). Overall, the average increase in FY18 and FY19 stays the same at 4.4%.

SALARY BUDGET SURVEYSCOMPARISON OF ACTUAL AND PROJECTED PAY INCREASES 2018 ‐ 2019

NATIONAL AND WASHINGTON‐BALTIMORE METROPOLITAN AREAVS. MONTGOMERY COUNTY GOVERNMENT

Survey Name Geographic Survey Area

Average Total Pay Increase (1)

Number of Participating

Survey ‐ Actual FY18

Management Leadership Service Review

4‐1

MLS Demographic Data by Manager Grade ‐ 2018*

# % # % # % # % # %GenderFemale 13 46% 52 43% 128 50% 193 47% 3,735 40%Male 15 54% 69 57% 130 50% 214 53% 5,508 60%

Race/EthnicityAmerican Indian or Alaska Native ‐ 0% ‐ 0% 1 0% 1 0% 34 0%Asian 1 4% 4 3% 18 7% 23 6% 629 7%Black or African American 4 14% 24 20% 50 19% 78 19% 2,469 27%Hispanic or Latino 2 7% 5 4% 17 7% 24 6% 972 11%Native Hawaiian/Other Pacific Islander ‐ 0% ‐ 0% ‐ 0% ‐ 0% 9 0%Two or More Races ‐ 0% ‐ 0% 1 0% 1 0% 104 1%White 21 75% 82 68% 160 62% 263 65% 4,501 49%Not Indicated ‐ 0% 6 5% 11 4% 17 4% 525 6%

Age (as of December 2018)Age < 20 ‐ 0% ‐ 0% ‐ 0% 0% 1 0%Age 20 through 29 ‐ 0% ‐ 0% ‐ 0% ‐ 0% 803 9%Age 30 through 39 1 4% 8 7% 19 7% 28 7% 2,098 23%Age 40 through 49 5 18% 27 22% 52 20% 84 21% 2,372 26%Age 50 through 59 8 29% 44 36% 108 42% 160 39% 2,471 27%Age 60+ 14 50% 42 35% 79 31% 135 33% 1,498 16%

Total 28 100% 121 100% 258 100% 407 100% 9,243 100%

* MLS workforce as of December 31, 2018. Please note that the data cover both full and part‐time employees.

Manager I Manager II Manager III MLS Total County Workforce

4‐2

Separation Reason 2012 2013 2014 2015 2016 2017 2018 % of 2018(#) (#) (#) (#) (#) (#) (#) Total

Voluntary 21 17 30 31 22 29 24 88.9%Non‐specified personal reasons 0 1 2 3 2 10 3 11.1%

Better compensation 1 0 1 1 0 0 0 0.0%More opportunity for advancement 1 1 1 1 1 1 1 3.7%

Normal retirement 18 12 21 20 15 16 15 55.6%Early retirement 1 2 2 1 0 0 1 3.7%Other Voluntary 0 1 3 5 4 2 4 14.8%

Involuntary 0 0 1 0 1 1 2 7.4%Management/Fiscal 0 0 1 0 0 0 0 0.0%Medical/Other 4 2 1 0 3 2 1 3.7%

Total Separations 25 19 33 31 26 32 27Total Employees 349 369 387 385 391 402 407Turnover Rate 7.2% 5.1% 8.5% 8.1% 6.6% 8.0% 6.6%

MLS Separations by Reason for SeparationCalendar Years 2012 ‐ 2018

4‐3

MLS Demographic Data by Rating Category ‐ FY18

# % # % # % # % # % # %Gender

Female 59 51% 97 45% 27 54% 1 25% ‐ 184 48%Male 56 49% 118 55% 23 46% 3 75% 1 100% 201 52%

Race/EthnicityAmerican Indian or Alaska Native ‐ 0% 1 0% ‐ 0% ‐ 0% ‐ 1 0%Asian 12 10% 12 6% ‐ 0% 1 25% ‐ 25 6%Black or African American 19 17% 39 18% 12 24% 2 50% ‐ 72 19%Hispanic or Latino 1 1% 18 8% 4 8% ‐ 0% ‐ 23 6%Native Hawaiian/Other Pacific Islander ‐ 0% ‐ 0% ‐ 0% ‐ 0% ‐ ‐ 0%Two or More Races ‐ 0% 1 0% ‐ 0% ‐ 0% ‐ 1 0%White 80 70% 138 64% 31 62% 1 25% 1 100% 251 65%Not Indicated 3 3% 6 3% 3 6% ‐ 0% ‐ 12 3%

Age (as of June 30, 2018)Age < 20 ‐ 0% ‐ 0% ‐ 0% ‐ 0% ‐ ‐ 0%Age 20 through 29 ‐ 0% 0% ‐ 0% ‐ 0% ‐ ‐ 0%Age 30 through 39 4 3% 13 6% 3 6% 1 25% ‐ 21 5%Age 40 through 49 29 25% 41 19% 7 14% ‐ 0% ‐ 77 20%Age 50 through 59 47 41% 82 38% 20 40% ‐ 0% ‐ 149 39%Age 60+ 35 30% 79 37% 20 40% 3 75% 1 100% 138 36%

Total 115 100% 215 100% 50 100% 4 100% 1 100% 385 100%

Exceptional Highly Successful Successful Below Expectations MLS TotalDoes Not Meet Expectations

4‐4

Distribution of Performance Ratings by Pay Band: FY08, FY13 through FY18

FY08 FY13 FY14 FY15 FY16 FY17 FY18Manager I

Exceptional 50% 61% 54% 45% 54% 63% 56%Highly Successful 50% 35% 45% 55% 42% 33% 33%Successful 0% 0% 0% 0% 4% 4% 7%Below Expectations1 0% 0% 0% 0% 0% 4%Does Not Meet Expectations 0% 0% 0% 0% 0% 0% 0%

Manager IIExceptional 46% 41% 43% 36% 37% 45% 40%Highly Successful 42% 56% 54% 54% 58% 50% 49%Successful 10% 3% 3% 9% 5% 4% 10%Below Expectations1 0% 0% 1% 0% 1% 1%Does Not Meet Expectations 2% 0% 0% 0% 0% 0% 0%

Manager IIIExceptional 34% 23% 22% 21% 21% 22% 22%Highly Successful 53% 66% 68% 63% 61% 59% 62%Successful 12% 11% 10% 16% 18% 18% 15%Below Expectations1 0% 1% 0% 0% 1% 1%Does Not Meet Expectations 0% 0% 0% 0% 0% 0% 0%

Note: the "Below Expectations" rating category was added in FY09.

4‐5

Average Pay Award Based on Rating Category and Salary Range Position ‐ FY18

% $ % $ % $

Exceptional 115 1.50% $2,049 2.50% $3,819 4.06% $5,868Top of Pay Band 4% 43 ‐ ‐ 3.86% $6,008 3.86% $6,008Control Point or Above 4% 36 1.31% $1,945 2.47% $3,753 3.78% $5,698Below Control Point 6% 36 3.58% $4,602 0.98% $1,271 4.56% $5,873

Highly Successful 215 1.76% $2,186 1.35% $1,950 3.11% $4,136Top of Pay Band 3.5% 59 ‐ ‐ 3.08% $4,465 3.08% $4,462Control Point or Above 3.5% 47 1.10% $1,571 1.85% $2,791 2.95% $4,363Below Control Point 4% 109 3.00% $3,634 0.20% $225 3.20% $3,860

Successful 50 1.06% $1,241 0.78% $1,136 1.84% $2,377Top of Pay Band 2% 7 ‐ ‐ 1.57% $2,553 1.57% $2,553Control Point or Above 2% 16 ‐ ‐ 1.56% $2,224 1.56% $2,224Below Control Point 3.5% 27 1.96% $2,298 0.11% $124 2.07% $2,422

Below Expectations 0% 4 ‐ ‐ ‐ ‐ ‐ ‐

Does Not Meet Expectations 0% 1 ‐ ‐ ‐ ‐ ‐ ‐ ‐ ‐

All Eligible MLS 385 1.58% $1,994 1.61% $2,377 3.19% $4,371Top of Pay Band 111 ‐ ‐ 3.23% $4,862 3.23% $4,862Control Point or Above 100 0.99% $1,439 2.01% $3,019 2.99% $4,458Below Control Point 174 2.92% $3,585 0.34% $423 3.26% $4,008

* Montgomery County Personnel Regulations, Section 10‐10(a)(2)(C)

Combined AwardPosition in Salary Range

Maximum Permitted*

# Eligible Employees

Addition to Base Lump Sum

4‐6

Key Changes to MLS Performance‐Based Pay

Fiscal YearFY00 Control point set at 90% of pay band; pay band increased by 2%FY02 Size of MLS more than doubled with the addition of the Manager III classification; fourth rating

category added (highly successful)FY03 Performance awards capped due to budget limitationsFY04 Top of pay bands increased by 3.75%FY08 Performance awards fixed and distributed as lump sum awards due to budget constraintsFY09 Fifth rating category added (below expectations). Awards limited to lump sums of 2% for exception

and highly successful ratings; all other ratings received 0%FY10 Awards limited to 2% for exceptional and highly successful ratings and 1% for successful ratingsFY11 No performance awards due to budget constraintsFY12 No performance awards due to budget constraintsFY13 Lump sum awards of $2,000 across the boardFY14 Top of the pay band increased by 6.75% (3.25% GWA and 3.5% market adjustment)FY15 Top of the pay band increased by 6.75% (3.25% GWA and 3.5% market adjustment)FY16 General wage adjustment of 2%FY17 General wage adjustment of 1% (0.5% in July and 0.5% in January)FY18 General wage adjustment of 2% in AugustFY19 General wage adjustment of 2% in December

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