Calumet County Employees

AUGUST COUNTY BOARD SESSION
MORNING SESSION
August 29, 2012
The Calumet County Board of Supervisors met pursuant to Section 59 of the Wisconsin
Statutes in an adjourned session at the Courthouse in the City of Chilton, Wisconsin, on
Wednesday, August 29, 2012 at 9:00 A.M. to transact any and all business as may properly
come before said meeting.
Chair Barribeau called the meeting to order at 9:00 AM.
Supervisors in attendance at the meeting included Bill Barribeau, Alice Connors, Kenneth
Draheim, Merlin Gentz, Donald Glaeser, Michael Hopfensperger, Ed Kleckner, Dave La Shay,
Tom Laughrin, Ralph Prescott, James Stecker (arrived at 9:35 A.M.), Mary Schwalenberg, Pete
Stier and Duaine Stillman.
Staff and guests in attendance included Tami Alten, Register of Deeds; Charles Carlson,
Consultant; Dan De Bonis, Finance Director; Jerilyn Dietz, District Attorney; Patrick Glynn,
Human Resources Director; Victoria Halbach, Human Resources Specialist; Beth Hauser,
County Clerk; Dawn Klockow, Corporation Counsel; Mary Kohrell, Community Development
Resource Educator; Bill Krizek, Veterans Service Officer; Sandy Lardinois, Payroll & Accounting
Coordinator (arrived at 9:20 A.M.); Howard Mezera, Information Services Director; Mark Ott,
Sheriff; Michael Ottery, Highway Commissioner (left the meeting at 10:40 A.M.); Todd
Romenesko, Health & Human Services Director; Mike Schlaak, Treasurer; Julie Schmelzer,
Resource Management Director; Jay Shambeau, County Administrator; and Barb VanAkkeren,
Clerk of Circuit Court.
The Chair asked the Supervisors and guests to join him in repeating the Pledge of Allegiance to
the Flag.
SPECIAL BUSINESS:
The sole purpose of the meeting was to attend the Special Meeting of the Finance and
Audit/Information Services/Salary & Personnel Committee regarding the Classification and
Compensation Study for educational purposes. Charles Carlson and Patrick Glynn presented
the following information:
� Overview of the Process To-Date
� Reasons for Study
� Methodology Behind the Job Evaluation Process
� Development of Draft Grade Order Listing
� Calumet County Statistical/Demographic Data
� Comparable Markets and Data Sources
� Initial Recommendations from the Classification and Compensation Study
� Pay Delivery Options
� Next Steps – resolution brought to September F&A/IS/S&P Committee meeting,
then forwarded to the September County Board Meeting
A copy of the packet containing the PowerPoint Presentation, proposed Grade Structure with
Title Changes, and other supporting documents is attached and made a part of the record (35page
attachment).
These Minutes HAVE NOT BEEN APPROVED
By the Calumet County Board of Supervisors.

ADJOURNMENT:
Moved by Supervisor T. Laughrin and seconded by Supervisor Prescott to adjourn the meeting
at 11:15 A.M. Motion carried unanimously.
STATE OF WISCONSIN )
COUNTY OF CALUMET ) ss
I, Beth A. Hauser, County Clerk, Calumet County, Wisconsin, do hereby certify that the
foregoing is a true and correct copy of the journal of proceedings of the Board of Supervisors at
its August 29, 2012 educational meeting.
2
Beth A. Hauser,
Calumet County Clerk

Unit (or Former Unit) FTE Classes Grades Steps
Time to Max
(In Months)
Avg. Lift
# of
Employees
@ Max
Non-Union 77 62 45 8 84 26.3% 41
Courthouse 53 44 13 8 84 26.1% 41
Highway 20 7 5 8 120 6.0% 5
Deputy Sheriff's Association 18 4 3 7 240 17.0% 5
Human Services Professionals 32 3 4 7 120 26.1% 11
Elected 5 5 3 1 n/a n/a 5
Sheriff's Non-Sworn 26 4 5 7 240 16.7% 6
1

Group Name 2004 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016
Non-Union
Courthouse
(AFSCME)
Highway (AFSCME)
HS Pro’s (AFSCME)
Sheriff's CCCEU
(Independent)
Sheriff's DSA
(WPPA)
Elected
3.0% ATB
eff. 1/1/2004 &
17¢ ATB
eff. 2/23/2004
#
2.0% ATB
eff. 1/1/04 &
1.0% ATB
eff. 7/1/04
2.0% ATB
eff. 1/1/04 &
1.0% ATB
eff. 7/1/04
2.0% ATB
eff. 1/1/04 &
1.0% ATB
eff. 7/1/04
2.0% ATB
eff. 1/1/04 &
1.0% ATB
eff. 7/1/04
2.0% ATB
eff. 1/1/04 &
1.0% ATB
eff. 7/1/04
3.0% ATB
eff. 1/1/2004
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
3.0% ATB
eff. 1/1/2005
2.0% ATB
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06
2.0% ATB +
15¢
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06 �
2.0% ATB +
15¢
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06 �
2.0% ATB +
15¢
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06 �
2.0% ATB +
15¢
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06 �
2.0% ATB +
15¢
eff. 1/1/06 &
1.0% ATB
eff. 7/1/06 �
5.7% ATB
eff. 1/1/2006
�
Internal Across-the-Board Wage Settlement Summaries
2004-2016
3.0% ATB
eff.
1/21/2007
3.0% ATB
eff.
1/21/2007
3.0% ATB
eff.
1/21/2007
3.0% ATB
eff.
1/21/2007
3.0% ATB
eff.
1/21/2007
3.0% ATB
eff.
1/21/2007
5.2% ATB
eff. 1/1/2007
3.0% ATB
eff.
1/20/2008
3.0% ATB
eff.
1/20/2008
3.0% ATB
eff.
1/20/2008
3.0% ATB
eff.
1/20/2008
3.0% ATB
eff.
1/20/2008
10¢ + 3.0%
ATB
eff.
1/20/2008
3.5% ATB
eff. 1/1/2008
3.0% ATB
eff. 2/1/09
2.0% ATB
eff. 1/4/09
2.0% ATB
eff. 1/4/09
3.0% ATB
eff. 2/1/09
2.0% ATB
eff. 1/4/09
10¢ (or 15¢)
+ 3.0% ATB
eff. 2/1/09
3.0% ATB
eff. 1/1/09 �
2.0% ATB
eff. 1/31/10
2.0% ATB
eff. 1/3/10 &
0.5% ATB
eff. 9/26/10
2.0% ATB
eff. 1/3/10 &
0.5% ATB
eff. 9/26/10
2.0% ATB
eff. 1/3/10 &
0.5% ATB
eff. 9/26/10
2.0% ATB
eff. 1/3/10 &
0.5% ATB
eff. 9/26/10
2.0% ATB
eff. 1/3/10 &
0.5% ATB
eff. 9/26/10
3.0% ATB
eff. 1/1/10
2.0% ATB
eff. 1/2/11
2.0% ATB
eff. 1/2/11 &
0.5% ATB
eff. 12/18/11
2.0% ATB
eff. 1/2/11 &
0.5% ATB
eff. 12/18/11
2.0% ATB
eff. 1/2/11 &
0.5% ATB
eff. 12/18/11
2.0% ATB
eff. 1/2/11 &
0.5% ATB
eff. 12/18/11
2.0% ATB
eff. 1/2/11 &
0.5% ATB
eff. 12/18/11
3.0% ATB
eff. 1/1/11
0.0% ATB �
Approx.
Growth
('04-'12)
25.2%
25.2%
25.2%
26.5%
0.0% ATB TBD TBD TBD TBD 25.2%
2.0% ATB
eff. 7/1/12 &
1.0% ATB
eff. 12/30/12
�
3.0% ATB
eff. 1/1/12
CPI-U 2.28% 2.66% 3.39% 3.23% 2.85% 3.84% -0.36% 1.64% 3.16%
CPI-W 2.10% 2.70% 4.10% 3.30% 2.30% 5.80% 0.00% 0.00% 3.60%
TBD TBD
TBD TBD TBD TBD 31.4%
2.0% ATB
eff. 1/1/13
TBD
2.96% �
TBD
2.96% �
2.0% ATB
eff. 1/1/14
# 17¢ ATB was a tradeoff for an increase from 95% County contribution toward the health insurance to 90%
� 15¢ ATB was a tradeoff for an increase from 95% County contribution toward the health insurance to 92.5%/90% (depending on wellness participation)
� Equity adjustment for internal and external reasons. Sheriff received 4.1% in 2006, 3.7% in 2007, 3.6% in 2008, & 3.4% in 2009
� Clerk of Courts received 2.0% in 2009 and 1.9% in 2010
� WPPA DSA 2%/1% ATB was a tradeoff for the WRS contribution since they are still subject to collective bargaining
� Effective January 2012, the three AFSCME units became non-union employees
� WERC Estimated # for CBA's Expiring 12/31/2012
TBD TBD
1.0% ATB
eff. 1/1/15
1.0% ATB
eff. 1/1/16
37.4%
TBD TBD TBD 24.8%
TBD TBD TBD 25.6%
2

Title Department Comments
Deputy Register In Probate Circuit Court
Family Court Commissioner Circuit Court
Clerk Of Circuit Court Clerk of Court
Legal Secretary Corporation Counsel
Legal Secretary District Attorney
County Clerk County Clerk
County Treasurer County Treasurer
Proposed Classifications to be Removed from the Wage Schedule
The proposal to remove a classification from the wage scheduled should not be construed as a proposal to reduce FTE.
While staffing levels are reviewed from time-to-time, it is not the intent of this study to propose any reductions in staffing levels.
This classification is duplicative and is being combined with the Judicial Assistant
classification to accurately reflect the position structure.
This position should be contracted to ensure the avoidance of conflicts of interest with
private practice, to acknowledge the judge's power to appoint and remove, and to
formalize the reimbursement of administrative costs.
This position is an elected office, separate and distinct from an appointed department
head. Compensation must be determined in 4-year blocks, but this analysis gives the
County a roadmap for future action.
The current process of the "natural progression" from Legal Secretary to Legal Assistant
is best served through the step system.
The current process of the "natural progression" from Legal Secretary to Legal Assistant
is best served through the step system.
This position is an elected office, separate and distinct from an appointed department
head. Compensation must be determined in 4-year blocks, but this analysis gives the
County a roadmap for future action.
This position is an elected office, separate and distinct from an appointed department
head. Compensation must be determined in 4-year blocks, but this analysis gives the
County a roadmap for future action.
3

Title Department Comments
Account Clerk II - Medical Reimbursement Health & Human Services
Child Support Clerk Health & Human Services
Child Support Secretary Health & Human Services
Economic Support Assistant Health & Human Services
Economic Support Financial/Employment Specialist Health & Human Services
HHSD Reporting System Tech Health & Human Services
Meal Site Manager Health & Human Services
Public Health Preparedness Coordinator/Trainer Health & Human Services
Secretary (Resource Center) Health & Human Services
This classification is being combined with other similar classifications in the Department
of Health and Human Services to create the singular title of Accounting Technician.
This classification is being combined with other similar classifications in the Department
of Health and Human Services to create the singular title of Account Clerk.
This classification is being combined with other classifications in the Department of
Health and Human Services to create the singular title of Secretary - DHHS.
The current process of the "natural progression" from Economic Support Assistant to
Economic Support Specialist is best served through the step system.
This classification is being re-titled Economic Support Specialist and the duties will be
assigned to one or more Economic Support Specialists.
This classification is being combined with other classifications in the Department of
Health and Human Services to create the singular title of Secretary - DHHS.
These positions are scheduled less than 50% of the time and, therefore, are not eligible
for benefits. These positions would be better suited for the non-benefited employee
schedule.
This classification is being re-titled Public Health Nurse and the duties will be assigned to
one or more Public Health Nurses.
This classification is being combined with other classifications in the Department of
Health and Human Services to create the singular title of Secretary - DHHS.
4

Title Department Comments
Secretary/Technician (Health) Health & Human Services
Backhoe Operator Highway
Center Striping Machine Operator Highway
Large Motor Grader Operator Highway
Parks Equipment Operator Parks
Register Of Deeds Register of Deeds
FoxComm Application Technical Coordinator Sheriff
FoxComm Management Information Coordinator Sheriff
Investigator Sheriff
This classification is being combined with other classifications in the Department of
Health and Human Services to create the singular title of Secretary - DHHS.
All field employees in the Highway Department would be titled Highway Maintenance
Worker. The operation of equipment and/or assumption of lead worker (or foreman)
roles will likely be addressed through a premium pay option as opposed to a job title.
All field employees in the Highway Department would be titled Highway Maintenance
Worker. The operation of equipment and/or assumption of lead worker (or foreman)
roles will likely be addressed through a premium pay option as opposed to a job title.
All field employees in the Highway Department would be titled Highway Maintenance
Worker. The operation of equipment and/or assumption of lead worker (or foreman)
roles will likely be addressed through a premium pay option as opposed to a job title.
This position would be re-titled to Park Maintenance Worker. The operation of
equipment and/or assumption of lead worker (or foreman) roles will likely be addressed
through a premium pay option as opposed to a job title.
This position is an elected office, separate and distinct from an appointed department
head. Compensation must be determined in 4-year blocks, but this analysis gives the
County a roadmap for future action.
This position is contracted through the FoxComm regional consortium. While technically
employees of the County, little control is exercised over their base pay.
This position is contracted through the FoxComm regional consortium. While technically
employees of the County, little control is exercised over their base pay.
This classification is part of the WPPA Deputy Sheriff's Association. All data collected will
be part of a confidential discussion on collective bargaining strategy.
5

Title Department Comments
Patrol Corporal Sheriff
Patrol Officer Sheriff
Police School Liaison Officer Sheriff
Sheriff Sheriff
Special Investigator Sheriff
This classification is part of the WPPA Deputy Sheriff's Association. All data collected will
be part of a confidential discussion on collective bargaining strategy.
This classification is part of the WPPA Deputy Sheriff's Association. All data collected will
be part of a confidential discussion on collective bargaining strategy.
This classification is part of the WPPA Deputy Sheriff's Association. All data collected will
be part of a confidential discussion on collective bargaining strategy.
This position is an elected office, separate and distinct from an appointed department
head. Compensation must be determined in 4-year blocks, but this analysis gives the
County a roadmap for future action.
This classification is part of the WPPA Deputy Sheriff's Association. All data collected will
be part of a confidential discussion on collective bargaining strategy.
6

Proposed
Grade
[DRAFT]
Current Title Proposed Title FLSA Status Department
23 County Administrator Exempt County Administrator
22 Vacant
21 Health & Human Services Director Exempt Health & Human Services
20
19
18
17 Vacant
Corporation Counsel Exempt Corporation Counsel
Finance Director Exempt Finance
Information Services Director Exempt Information Services
Human Resource Director Exempt Personnel
Deputy Director Exempt Health & Human Services
Resource Management Director Exempt Resource Management
16 CSW IV - Behavioral Health Unit Manager Behavioral Health Division Manager Exempt Health & Human Services
15
14
13
12
2012 Classification & Compensation Study: Proposed Grade Structure with Title Changes
CSW IV - Access & Long-Term Support Supervisor ADRC & Long-Term Support Division Manager Exempt Health & Human Services
Health Division Mgr/Health Officer Health Division Manager Exempt Health & Human Services
Highway Commissioner Exempt Highway
Chief Deputy Exempt Sheriff
Payroll & Accounting Coordinator Accounting Manager Exempt Finance
Economic Support/Child Support Manager Economic Support/Child Support Division Manager Exempt Health & Human Services
Network Administrator Systems Administrator Exempt Information Services
Maintenance Coordinator Facilities Director Exempt Maintenance
Parks Director Exempt Parks
ADRC Regional Coordinator ADRC Regional Coordinator Exempt Health & Human Services
CSW IV - Behavioral Health Unit Supervisor Behavioral Health Division Supervisor Exempt Health & Human Services
Aging & Disability Resource Center Supervisor Exempt Health & Human Services
CSW IV - Child Welfare Supervisor Child Welfare Unit Supervisor Exempt Health & Human Services
CSW IV - Family Services Supervisor Family Services Unit Supervisor Exempt Health & Human Services
Financial Manager Exempt Health & Human Services
Public Health Nursing Supervisor Public Health Unit Supervisor Exempt Health & Human Services
Lieutenant (Jail) Exempt Sheriff
7

Proposed
Grade
[DRAFT]
11
10
9
Current Title Proposed Title FLSA Status Department
Lieutenant (Patrol) Exempt Sheriff
HHC/Hospice Agency Supervisor HHC/Hospice Unit Supervisor Exempt Health & Human Services
Occupational Therapist Exempt Health & Human Services
Physical Therapist Exempt Health & Human Services
Public Health Nutritionist WIC/Nutrition Coordinator Exempt Health & Human Services
Social Worker III/Human Services Professional III Behavioral Health Therapist Exempt Health & Human Services
Speech Therapist Exempt Health & Human Services
Highway Superintendent Exempt Highway
Human Resource Specialist Human Resources Coordinator Exempt Personnel
Patrol Sergeant Exempt Sheriff
Public Safety Administrative Manager Exempt Sheriff
Administrative Assistant Assistant to the County Administrator Exempt County Administrator
Emergency Management/Safety Director Exempt Emergency Management
Business Supervisor Exempt Health & Human Services
Early Child/EE Needs Teacher Exempt Health & Human Services
Psychiatric Nurse - CSP Psychiatric Nurse Exempt Health & Human Services
Public Health Nurse Exempt Health & Human Services
Social Worker II/Human Services Professional II Human Services Professional Exempt Health & Human Services
County Naturalist Exempt Parks
Assistant Code Administrator Code Administrator Exempt Resource Management
County Conservationist Conservationist Exempt Resource Management
GIS Administrator Exempt Resource Management
Groundwater Specialist Water Resource Specialist Exempt Resource Management
L.C.D. Technician Land Resource Specialist Exempt Resource Management
Planner Exempt Resource Management
Veterans Service Officer Exempt Veteran's Service
Register In Probate Exempt Circuit Court
Chief Deputy Clerk Of Courts Exempt Clerk of Court
HHC/Hospice Agency RN HHC/Hospice RN Non-Exempt Health & Human Services
Programmer/Analyst Exempt Information Services
8

Proposed
Grade
[DRAFT]
8
7
6
Current Title Proposed Title FLSA Status Department
Project Specialist Conservation Project Specialist Non-Exempt Resource Management
Jail Sergeant Exempt Sheriff
Victim/Witness Assistant Coordinator Victim/Witness Coordinator Exempt District Attorney
Accountant Non-Exempt Finance
Accounting Specialist Accountant Non-Exempt Health & Human Services
Economic Support/Child Support Lead Worker Non-Exempt Health & Human Services
Mechanic Non-Exempt Highway
Office Manager Exempt Highway
Naturalist Assistant Non-Exempt Parks
Corrections Corporal Non-Exempt Sheriff
Paralegal Non-Exempt District Attorney
Benefit & Payroll Specialist Employee Benefit & Payroll Specialist Non-Exempt Finance / Personnel
Benefits Specialist & Volunteer Coordinator Non-Exempt Health & Human Services
Child Support Specialist Non-Exempt Health & Human Services
Economic Support Resource Specialist Non-Exempt Health & Human Services
Program Assistant Non-Exempt Health & Human Services
Maintenance Worker Non-Exempt Maintenance
Office Concessions Manager Non-Exempt Parks
Correctional Officer Non-Exempt Sheriff
Dispatcher Non-Exempt Sheriff
Program Assistant Non-Exempt UW-Extension
Deputy Register In Probate Deputy Register In Probate / Judicial Assistant Non-Exempt Circuit Court
Deputy Clerk Circuit Court - Bookkeeper Non-Exempt Clerk of Court
Deputy Clerk Court/Judicial Assistant Non-Exempt Clerk of Court
Deputy Clerk of Circuit Court Non-Exempt Clerk of Court
Legal Assistant Non-Exempt Corporation Counsel
Legal Assistant Non-Exempt District Attorney
Account Clerk II Accounting Technician Non-Exempt Health & Human Services
Truck Driver Highway Maintenance Worker Non-Exempt Highway
Support Specialist Non-Exempt Information Services
9

Proposed
Grade
[DRAFT]
5
4
3 Vacant
Current Title Proposed Title FLSA Status Department
Park Maintenance Worker Non-Exempt Parks
Secretary Administrative Assistant Non-Exempt Sheriff
Receptionist/Deputy County Clerk Deputy County Clerk Non-Exempt County Clerk
Real Property Lister / Deputy Treasurer Non-Exempt County Treasurer
County Transportation Coordinator Non-Exempt Health & Human Services
HHC/Hospice Agency Aide HHC/Hospice Aide Non-Exempt Health & Human Services
Human Services Worker Non-Exempt Health & Human Services
Public Health Assistant/Technician Non-Exempt Health & Human Services
Secretary/Account Clerk I Account Clerk Non-Exempt Health & Human Services
Publishing/Records Technician Non-Exempt Information Services
Janitor/Relief Maintenance Non-Exempt Maintenance
Deputy Register Of Deeds Non-Exempt Register of Deeds
Tax/Real Property Clerk Non-Exempt County Treasurer
Secretary Non-Exempt Health & Human Services
Secretary Non-Exempt Resource Management
2 Janitor Non-Exempt Maintenance
1 Vacant
10

Minimum Control Point Maximum
87.50% 90.00% 92.50% 95.00% 97.50% 100.00% 102.50% 105.00% 107.50% 110.00% 112.50%
Grade From To Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
22 1400 1499 $52.59 $54.09 $55.59 $57.10 $58.60 $60.10 $61.60 $63.11 $64.61 $66.11 $67.61
(Vacant)
21 1300 1399 $49.21 $50.62 $52.02 $53.43 $54.83 $56.24 $57.65 $59.05 $60.46 $61.86 $63.27
Health & Human Services Director Health & Human Services FLSA: Exempt
20 1200 1299 $45.83 $47.14 $48.45 $49.76 $51.07 $52.38 $53.69 $55.00 $56.31 $57.62 $58.93
(Vacant)
19 1100 1199 $42.46 $43.67 $44.88 $46.09 $47.31 $48.52 $49.73 $50.95 $52.16 $53.37 $54.59
Corporation Counsel Corporation Counsel FLSA: Exempt
Finance Director Finance FLSA: Exempt
Information Services Director Information Services FLSA: Exempt
Human Resource Director Personnel FLSA: Exempt
18 1000 1099 $39.08 $40.19 $41.31 $42.43 $43.54 $44.66 $45.78 $46.89 $48.01 $49.13 $50.24
Deputy Director Health & Human Services FLSA: Exempt
Resource Management Director Resource Management FLSA: Exempt
17 950 999 $36.55 $37.59 $38.64 $39.68 $40.73 $41.77 $42.81 $43.86 $44.90 $45.95 $46.99
(Vacant)
16 900 949 $34.86 $35.86 $36.85 $37.85 $38.84 $39.84 $40.84 $41.83 $42.83 $43.82 $44.82
Behavioral Health Division Manager Health & Human Services FLSA: Exempt
15 850 899 $33.17 $34.12 $35.07 $36.01 $36.96 $37.91 $38.86 $39.81 $40.75 $41.70 $42.65
ADRC & Long-Term Support Division Manager Health & Human Services FLSA: Exempt
Health Division Manager Health & Human Services FLSA: Exempt
Highway Commissioner Highway FLSA: Exempt
Chief Deputy Sheriff FLSA: Exempt
11

Minimum Control Point Maximum
87.50% 90.00% 92.50% 95.00% 97.50% 100.00% 102.50% 105.00% 107.50% 110.00% 112.50%
Grade From To Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
14 800 849 $31.48 $32.38 $33.28 $34.18 $35.08 $35.98 $36.88 $37.78 $38.68 $39.58 $40.48
Accounting Manager Finance FLSA: Exempt
Economic Support/Child Support Division Manager Health & Human Services FLSA: Exempt
Systems Administrator Information Services FLSA: Exempt
Facilities Director Maintenance FLSA: Exempt
Parks Director Parks FLSA: Exempt
13 750 799 $29.79 $30.65 $31.50 $32.35 $33.20 $34.05 $34.90 $35.75 $36.60 $37.46 $38.31
ADRC Regional Coordinator Health & Human Services FLSA: Exempt
Behavioral Health Division Supervisor Health & Human Services FLSA: Exempt
12 700 749 $28.11 $28.91 $29.71 $30.51 $31.32 $32.12 $32.92 $33.73 $34.53 $35.33 $36.14
Aging & Disability Resource Center Supervisor Health & Human Services FLSA: Exempt
Child Welfare Unit Supervisor Health & Human Services FLSA: Exempt
Family Services Unit Supervisor Health & Human Services FLSA: Exempt
Financial Manager Health & Human Services FLSA: Exempt
Public Health Unit Supervisor Health & Human Services FLSA: Exempt
Lieutenant (Jail) Sheriff FLSA: Exempt
Lieutenant (Patrol) Sheriff FLSA: Exempt
11 650 699 $26.42 $27.17 $27.93 $28.68 $29.44 $30.19 $30.94 $31.70 $32.45 $33.21 $33.96
HHC/Hospice Unit Supervisor Health & Human Services FLSA: Exempt
Occupational Therapist Health & Human Services FLSA: Exempt
Physical Therapist Health & Human Services FLSA: Exempt
WIC/Nutrition Coordinator Health & Human Services FLSA: Exempt
Behavioral Health Therapist Health & Human Services FLSA: Exempt
Speech Therapist Health & Human Services FLSA: Exempt
Highway Superintendent Highway FLSA: Exempt
Human Resources Coordinator Personnel FLSA: Exempt
Patrol Sergeant Sheriff FLSA: Exempt
Public Safety Administrative Manager Sheriff FLSA: Exempt
12

Minimum Control Point Maximum
87.50% 90.00% 92.50% 95.00% 97.50% 100.00% 102.50% 105.00% 107.50% 110.00% 112.50%
Grade From To Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
10 600 649 $24.73 $25.43 $26.14 $26.85 $27.55 $28.26 $28.97 $29.67 $30.38 $31.09 $31.79
Assistant to the County Administrator County Administrator FLSA: Exempt
Emergency Management/Safety Director Emergency Management FLSA: Exempt
Business Supervisor Health & Human Services FLSA: Exempt
Early Child/Exceptional Education Needs Teacher Health & Human Services FLSA: Exempt
Psychiatric Nurse Health & Human Services FLSA: Exempt
Public Health Nurse Health & Human Services FLSA: Exempt
Human Services Professional Health & Human Services FLSA: Exempt
County Naturalist Parks FLSA: Exempt
Code Administrator Resource Management FLSA: Exempt
Conservationist Resource Management FLSA: Exempt
GIS Administrator Resource Management FLSA: Exempt
Water Resource Specialist Resource Management FLSA: Exempt
Land Resource Specialist Resource Management FLSA: Exempt
Planner Resource Management FLSA: Exempt
Veterans Service Officer Veteran's Service FLSA: Exempt
9 550 599 $23.04 $23.70 $24.36 $25.01 $25.67 $26.33 $26.99 $27.65 $28.30 $28.96 $29.62
Register In Probate Circuit Court FLSA: Exempt
Chief Deputy Clerk Of Courts Clerk of Court FLSA: Exempt
HHC/Hospice RN Health & Human Services FLSA: Non-Exempt
Programmer/Analyst Information Services FLSA: Exempt
Conservation Project Specialist Resource Management FLSA: Non-Exempt
Jail Sergeant Sheriff FLSA: Exempt
8 500 549 $21.35 $21.96 $22.57 $23.18 $23.79 $24.40 $25.01 $25.62 $26.23 $26.84 $27.45
Victim Witness Assistance Program Coordinator District Attorney FLSA: Exempt
Accountant Finance FLSA: Non-Exempt
Accountant Health & Human Services FLSA: Non-Exempt
Economic Support/Child Support Lead Worker Health & Human Services FLSA: Non-Exempt
Mechanic Highway FLSA: Non-Exempt
Office Manager Highway FLSA: Exempt
Naturalist Assistant Parks FLSA: Non-Exempt
Corrections Corporal Sheriff FLSA: Non-Exempt
13

Minimum Control Point Maximum
87.50% 90.00% 92.50% 95.00% 97.50% 100.00% 102.50% 105.00% 107.50% 110.00% 112.50%
Grade From To Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
7 450 499 $19.66 $20.22 $20.78 $21.35 $21.91 $22.47 $23.03 $23.59 $24.16 $24.72 $25.28
Paralegal District Attorney FLSA: Non-Exempt
Employee Benefit & Payroll Specialist Finance / Personnel FLSA: Non-Exempt
Benefits Specialist & Volunteer Coordinator Health & Human Services FLSA: Non-Exempt
Child Support Specialist Health & Human Services FLSA: Non-Exempt
Economic Support Resource Specialist Health & Human Services FLSA: Non-Exempt
Program Assistant Health & Human Services FLSA: Non-Exempt
Maintenance Worker Maintenance FLSA: Non-Exempt
Office Concessions Manager Parks FLSA: Non-Exempt
Correctional Officer Sheriff FLSA: Non-Exempt
Dispatcher Sheriff FLSA: Non-Exempt
Program Assistant UW-Extension FLSA: Non-Exempt
6 400 449 $17.97 $18.49 $19.00 $19.51 $20.03 $20.54 $21.05 $21.57 $22.08 $22.59 $23.11
Deputy Register In Probate / Judicial Assistant Circuit Court FLSA: Non-Exempt
Deputy Clerk Circuit Court - Bookkeeper Clerk of Court FLSA: Non-Exempt
Deputy Clerk Court/Judicial Assistant Clerk of Court FLSA: Non-Exempt
Deputy Clerk of Circuit Court Clerk of Court FLSA: Non-Exempt
Legal Assistant Corporation Counsel FLSA: Non-Exempt
Legal Assistant District Attorney FLSA: Non-Exempt
Accounting Technician Health & Human Services FLSA: Non-Exempt
Highway Maintenance Worker Highway FLSA: Non-Exempt
Support Specialist Information Services FLSA: Non-Exempt
Park Maintenance Worker Parks FLSA: Non-Exempt
Administrative Assistant Sheriff FLSA: Non-Exempt
14

Minimum Control Point Maximum
87.50% 90.00% 92.50% 95.00% 97.50% 100.00% 102.50% 105.00% 107.50% 110.00% 112.50%
Grade From To Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Step 10 Step 11
5 350 399 $16.28 $16.75 $17.21 $17.68 $18.14 $18.61 $19.08 $19.54 $20.01 $20.47 $20.94
Deputy County Clerk County Clerk FLSA: Non-Exempt
Real Property Lister / Deputy Treasurer County Treasurer FLSA: Non-Exempt
County Transportation Coordinator Health & Human Services FLSA: Non-Exempt
Human Services Worker Health & Human Services FLSA: Non-Exempt
Public Health Assistant/Technician Health & Human Services FLSA: Non-Exempt
Account Clerk Health & Human Services FLSA: Non-Exempt
Publishing/Records Technician Information Services FLSA: Non-Exempt
Janitor/Relief Maintenance Maintenance FLSA: Non-Exempt
Deputy Register Of Deeds Register of Deeds FLSA: Non-Exempt
$15.02 $15.44 $15.87 $16.30 $16.73 $17.16 $17.59 $18.02 $18.45 $18.88 $19.31
4 325 349 Tax/Real Property Clerk County Treasurer FLSA: Non-Exempt
Secretary Health & Human Services FLSA: Non-Exempt
Secretary Resource Management FLSA: Non-Exempt
$14.18 $14.58 $14.99 $15.39 $15.80 $16.20 $16.61 $17.01 $17.42 $17.82 $18.23
3 300 324 (Vacant)
$13.33 $13.71 $14.09 $14.47 $14.85 $15.23 $15.61 $15.99 $16.37 $16.75 $17.13
2 275 299 Janitor Maintenance FLSA: Non-Exempt
$12.45 $12.81 $13.16 $13.52 $13.87 $14.23 $14.59 $14.94 $15.30 $15.65 $16.01
1 250 274 (Vacant)
Still Under Market Review
TBD HHC/Hospice Aide Health & Human Services FLSA: Non-Exempt
15

Classification/Compensation Study
Initial Findings and Recommendations
Topics
August 29, 2012
Carlson Dettmann Consulting, LLC
Madison, WI
�� Job evaluation
�� Market measurement
�� Pay plan
�� Pay policy considerations
�� Next steps
2
16

A Sound Compensation Program
1. Align with strategic objectives
22. Create internal equity
3. Be competitive
4. Consider total compensation design
5. Support performance management
6. Make it affordable
7. Be legal
8. Communicate to all staff
9. Make plan efficient and consistent
10. Audit regularly
Why Now?
Unit (or Former Unit) FTE Classes Grades Steps
Time to Max
(In Months)
Avg. Lift
3
# of
Employees
@ Max
Non‐Union 77 62 45 8 84 26.3% 41
Courthouse 53 44 13 8 84 26.1% 41
Highway 20 7 5 8 120 6.0% 5
Deputy Sheriff's Association 18 4 3 7 240 17.0% 5
HHuman SServices i Professionals P f i l 32 3 4 7 120 26 26.1% 1% 11
Elected 5 5 3 1 n/a n/a 5
Sheriff's Non‐Sworn 26 4 5 7 240 16.7% 6
4
17

Our Recommended Approach
�� In general, balance internal
consistency with market
competitiveness
�� One pay plan for all staff
• Except law enforcement union
• However, I need to ask you: How do
your settlements are bargaining
intentions with them relate to this
project?
Internal Consistency -Job Job Evaluation
�� Evaluations based on job documentation
�� Five factors
• Education & required experience
• Decision-making
• Thinking challenges
• Communications
• Working conditions
�� Objective analysis and application
�� Internal review and adjustments
�� Classification reviews following adoption
5
6
18

7
8
19

9
10
20

Human Resources:
Large Department Example
Formal Prep Exp Decisions Thinking Communication Work Environ Total
JOB TITLE Rating Points Rating Points Rating Points Rating Points Rating Points Points
DIRECTOR 6E 198 5C+P 402 5D 198 5D 228 1L 50 1076
MANAGER 6D 198 4BP 174 4C+ 152 4C 131 1L 50 705
ANALYST 6C 172 3+A+P 150 4C 131 4C 131 1L 50 634
OFFICE SUPV 5C 114 3A+P 132 3C 114 3C 99 1L 50 509
ASSISTANT 3C 86 2AS 75 2B 75 2B 75 1L 50 361
11
12
21

Using the Results
�� Result is many job classifications, each
with a a point point score
score
�� What do we do with this?
• A unique pay range for each classification is
unworkable
�� Instead, allocate positions into grades
�� For example:
• Grades 1-4; 1 4; 25 25-point point intervals (999)
Three Major Policy Questions
1. What are your comparison
markets?
markets?
2. Where does the County want to
position in those markets?
3. How HHow H d do you want to d deliver li pay? ?
13
14
22

Market Measurement
�� For 57 benchmark classifications
�� Job Job c classifications ass cat o s matched atc ed to to data
data
�� Representative of different pay and
responsibility levels
�� Covers approximately half of
Calumet classifications
�� �� Majority Majority of of the the employees
employees
�� Sample covers thousands of area
employees
Excellent Survey Samples
�� Custom survey
• 44 organizations (19 counties, 9 cities,
and 16 private-sector/non-countynon-municipal)
�� Published data
• Bureau of Labor Statistics
• Fox Valley Chambers Survey
• Wi Wisconsin i hhealthcare lth surveys
• State of Wisconsin
• Towers Watson
15
16
23

Survey Respondents
�� Chippewa County �� Waupaca County
�� East Central WI Regional
�� Columbia County �� Winnebago County
Planning Commission
�� Dodge County
�� City of Appleton
�� Faith Technologies
��
��
��
��
��
��
��
��
��
Eau Claire County
Fond du Lac County
Green County
Jefferson County
La Crosse County
Manitowoc County
Outagamie County
Ozaukee County Countyy
Pierce County
��
��
��
��
��
��
��
��
��
City of De Pere
City of Fond du Lac
City of Green Bay
City of Manitowoc
City of Menasha
City of Neenah
City of Oshkosh
City y of Sheboygan yg
Agnesian Health Care
��
��
��
��
��
�� ��
Heart of the Valley Metro
Sewerage District
JJ Keller & Associates
Miller Electric Manufacturing
North Central Wisconsin
Regional Planning
Commission
Schneider National, Inc.
Southeastern Wisconsin
Regional Planning
�� Portage County �� American Digital
Commission
�� Sheboygan County Cartography
�� ThedaCare
��
��
��
St. Croix County
Walworth County
Washington County
��
��
Bay Lake Regional Planning ��
Commission
Boldt Company
��
Veolia Environmental
Services
Western Lake Superior
Sanitary District
17
Reporting Statistics and Data Weighting
� Median Market
• Median Market Estimate to be linked to
new range Control Points
• Median Market Index – Avg. Current
Hourly Rate divided by the Base Comp
Median Market Estimate Rate
� Weighting public sector vs. private
• 75/25% - classifications >700 points
• 50/50 - 500-699 points
• 25/75% -

Benchmark Data
�� Overall result
• Average of benchmarks is 98.7% of
market
• Current pay p y is competitive p overall
�� However –
• There are variances
19
20
25

Policy Question #2
�� Where does the County want to
position position itself in its labor labor markets?
markets?
• High? Low? Average?
�� Do benefits matter matter?
�� Graph the market data against job
evaluation scores
• EExamine i th the correlation l ti
• Do we have a suitable basis for setting
a pay policy line?
21
22
26

Trend Line Data
�� Equation for line:
• y (predicted pay) = $.04 times x (job
evaluation score) + $4.15
• $.04 is line slope (every point change =
$.04)
• $4.15 is the y-axis intercept
• Correlation coefficient is 0.89
�� Can be interpreted as job evaluation system
explains 89% of the variance in market pay
� This is a very high coefficient; tight fit
� Excellent basis for designing a pay plan
Pay Delivery Options
�� Steps across range
• Most old non-rep plans used this method
�� May have required performance evaluation
• Union jobs all over the map
� Typically just seniority driven
�� Open ranges with performance
performance-based based pay
• Old State of Wisconsin system
• Common in private sector
�� �� Hybrids
Hybrids
• Steps requiring evaluation at least meeting
expectations
• Steps to “control point”, then open
• Bonuses
23
24
27

Example of How We Use the Line Data
�� Veteran’s Service Officer
• Job evaluation score = 630
• All Allocated t d to t Grade G d 10 (600-649 (600 649 pts.) t )
• Middle value is 624.5 pts
�� Using the line equation
• ($.03859 times 624.5 pts) + $4.1548 = $28.26
�� Market target statistic becomes the Gr 10
Control Point
• Pay range would be: $24.73 to $31.79
• Market median was $29.34 for this position
• Current actual is $30.63
Pay Range Design
�� Assumption: Use a step system
driven by performance
• Use a range that doesn’t set pay too
low or too high
• Typically 25-30% range spread
�� Our range recommendation
• Minimum 87.5% of C/P
• MMaximum i 112.5% 112 5% of f C/P
• Spread of 128.5%
• Uniform steps = 2.5% of C/P
25
26
28

Calumet County Outcomes
# of Employees % of Employees
Step 1 38 15 15.4% 4%
Step 2 18 7.3%
Step 3 25 10.2%
Step 4 12 4.9%
Step 5 16 6.5%
Step 6 48 19.5%
Step 7 20 8.1%
Step 8 35 14.2%
Step 9 14 57% 5.7%
Step 10 6 2.4%
Step 11 4 1.6%
Above Max 10 4.1%
Total 246 100.0%
27
28
29

In the Final Analysis
�� Pay plan makes sense if the ranges
reasonably reflect reflect what what employees
employees
can earn in your labor market
performing similar duties
Going Forward
�� Internal Equity and Consistency
• Develop Cohesive Pay Strategies
�� Set the Stage for Performance-Based Performance Based Pay
�� Commitment to a Strategic Compensation
System
29
30
30

Impact of Benefits on Plan Design
�� Health Insurance:
� 14.41% premium increase for 2013
� 10.1% increase in health costs due to HRA & HSA being fixed amounts.
�� Premium rates are actually down since 2009 ($1,092 ($1 092 in 2013 vs. vs
$1,137 in 2009)
� Total Health Costs (Premium + HSA + HRA) are only up 8.9% during
that same 5-year period ($1,341 in 2013 vs. $1,232 in 2009)
� Total Health Costs compare favorably to national data for premiums
alone.
Wisconsin Retirement System:
� Projected increase of 2% for 2013
� Increases are split 50/50 between the County and the employees
�� Wisconsin Retirement System:
Other Benefits
� FICA Tax is now the #3 employee benefit; behind health costs and
paid time off
� Most employee benefits are either capped or fixed to protect against
inflation
�� Other Benefits
Implementation Cost Estimates
‘2012 Before’
� Base Payroll: $11,921,426
�� Benefits: $ 4,702,111
4 702 111
� Total Comp: $16,623,537
� Difference of $182,245
‘2012 After’
� 1.1% of the ‘2012 Before’ Total Compensation
� Base Payroll: $12,078,165
�� Benefits: $ 4,727,617
4 727 617
� Total Comp: $16,805,782
� Pl Places each h employee l on a step t th that t provides id an increase i
OR at their current rate for those whose pay would exceed
the maximum
� Estimated cost of 2013 steps under the current system is
$62,738 ($54,444 wage + $8,294 rollup)
� This offset would reduce the cost of implementation by .4%
31
32
31

Other Matters for Review
�� Out Out-of of-Class Class Pay
• e.g. Highway Maintenance Worker operating
Large Equipment
� Cheaper, more equitable option
�� On On-Call Call Pay
• Should this be expanded beyond DHHS
�� Overtime Eligibility for Certain Exempt
Employees
p y
�� Certification Pay (Therapists)
�� Shift Differentials
Shift Differentials
• Jail, Dispatch, Maintenance
Classification Reviews
�� Study results eligible for review
• Drafted policy
• Used following adoption
� Point detail available for review
� Finish prior to implementation
�� Future reviews
• Annual opportunity based upon
substantial job change
• Documented
• Anytime for reorganization or new
position
33
34
32

Next steps?
�� Salary & Personnel Committee Review
and Recommendations
�� Fine Tune Data & Develop Final Report
with Recommendations
�� Conduct Employee Briefing Sessions
�� Develop Appropriate Policies and
Procedures
�� C County Board d Action i
• September Meeting or Special Meeting
�� Position Classification Review Process
35
33

Waushara
Dane
Green
Lake
Columbia
Waupaca
Dodge
Jefferson
Winnebago
Outagamie
Fond
Du Lac
Calumet County Employees
August 2012
0 5
Miles
10
Shawano
Calumet
Washington
Waukesha
Brown
Sheboygan
Ozaukee
Milwaukee
Manitowoc
Resides In
Calumet
County (58%)
Resides Outside
Calumet
County (42%)
Kewaunee
Department Head in Calumet (6)
Elected in Calumet (5)
Staff in Calumet (109)
Supervisory in Calumet (16)
Department Head Outside Calumet (8)
Staff Outside Calumet (81)
Supervisory Outside Calumet (9)
Lakes and Rivers
Municipalities
Counties
34

Counties:
Chippewa; Columbia; Dodge; Eau Claire; Fond du Lac; Green; Jefferson; La Crosse; Manitowoc; Outagamie;
Ozaukee; Pierce; Portage; Saint Croix; Sheboygan; Walworth; Washington; Waupaca; Winnebago
Cities:
Appleton; De Pere; Fond du Lac; Green Bay; Manitowoc; Menasha; Neenah; Oshkosh; Sheboygan
35