Team Orange,
By now all employees should be aware of the meaningful updates to our classification and compensation plan that will result in new pay rates for most members of Team Orange. I want to thank Jenny Carpenter and Glenda Bradley for their leadership on this year - long project to ensure our workforce is compensated competitively. Over 20 central Virginia local governments were included in the market survey. While we can ’ t afford to pay everyone what you are really worth, we must compensate fairly and equitably for the important public services that you provide. The Board of Supervisors understands this, and we are grateful for their support to make this a reality in July. Research shows that while pay is important (we ’ ve all got bills to pay!) it is not the most important thing to employees when considering job satisfaction. Being recognized for your work, making a contribution to the organization, and community, having a purpose, being appreciated, operating with fairness and honesty, and working for and with people whom you respect and enjoy are far more impactful on job satisfaction. These things can be summarized as “ organizational culture. ” Since I arrived two years ago, I ’ ve been laying the foundation to work more deliberately on the Team Orange culture. Beginning with our “ climate survey ” in the fall of 2020, and now with updates to our pay and benefits, I ’ m proud our accomplishments, so far. This month, the Senior Leadership Team begins to dive into our culture more deeply as we identify opportunities for all employees to engage in building the Team Orange we all want. Our Tourism Office says, “ Love Where you Live! ” I want us all to “ Love Where you Work! ” as well.
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