Ray Associates, Inc. introduced their firm to the Hays County Commissioner’s Court and presented them with their review scope of the project geared towards evaluating and developing an Elected Official’s compensation plan.In the power point presentation the firm stated their approach to consulting as “practical, directed toward implementation, [and] not successful unless implemented”. The firm claims to recognize the county’s particular challenges and will “provide competitive compensation to county elected officials, [while] work[ing] within a budget that respects the taxpayers.”
Ray Associates, Inc. was asked to develop an equitable and competitive compensation plan for Hays County Elected Officials, including concept and philosophy, and system and processes. The firm will work with a Citizens Committee throughout the process. In the presentation the firm described their methodology in detail. It stated interviews as key in the process to develop compensation structure. There are 11 Elected Official Job Titles and 25 individual Elected Officials. The firm assumed interviews approximately one hour in length not to exceed 16 hours. The Citizen Committee involved in the process will be composed of seven members that are scheduled to meet with the firm twice: to select and approve market philosophy and employers with advice and counsel from Ray Associates, Inc.; and then to consider the firms recommendations and recommend salaries to the Commissioners Court.
The firm will evaluate a salary survey. The presentation stated that an online survey will be conducted not to exceed 10 counties; within the survey three elements will be addressed, Texas Constitutional requirements, the differences in Hays County operations, and charts that show how Hays County compares. Responsibilities of Elected Official positions internally within Hays County will also be compared.
The firm, according to the presentation, will produce agendas and materials for the Citizens Committee meetings, including “comparative matrix of potential employers (counties) for survey (Hays County Human Resource Department to prepare in consultation with Ray Associates); [and] reports.” The presentation also states that the firm will provide a “final report to the Commissioner’s Court, [including] methodology, findings and recommendations, charts with survey data, [and] procedures for future salary adjustments.”
The presentation put forth a schedule of the events leading up to the final report. In the month of October, the Elected Officials will be interviewed and the firm will meet with the Citizens Committee to determine philosophy and market employers. Within the first week of November, the firm will have produced a salary survey. Also in November, the firm is scheduled to analyze the survey results, and draft procedures for future adjustments. The timetable demands a report in December, along with recommendations to the Citizens Committee and Commissioner’s Court.
Hays County will assume some of the responsibility and the Human Resource Department will assist Ray Associates, Inc. in order to maintain the cost for professional service hours at $10,000. The presentation states that the County’s Human Resource Department will: “set up interviews with Elected Officials, prepare detailed matrix of comparative factors for potential survey counties (in consultation with Ray Associates), prepare summaries of Texas Constitutional requirements for each office (Ray Associates will add unique Hays County functions), [and] call selected counties to obtain email addresses for survey, as well as making follow-up calls to verify or clarify information. In addition, will use ‘whole job’ approach for internal equity, rather than Ray Associates’ Point Factor Job Analysis system.”
by: ANDY SEVILLA
News Section Editor