Orange County Adopts Recommendations from Classification and Compensation Study
By: Orange County Communications Department
Over recent years, the County of Orange has sought to better position itself strategically to continue to provide important services to our residents. One arm of this effort has been to remain competitive with comparable localities with regards to salaries and benefits for employees. The goal of this effort is to retain skilled staff members and attract new talent, particularly in public safety positions. To gauge our current position relative to others, Orange County worked with Arthur J. Gallagher & Co. to conduct a survey. Twenty - five (25) Virginia localities were surveyed requesting information related to classification scales, compensation data, and employee benefit information. Twenty (20) localities responded to the survey. Within the larger survey, Albemarle, Culpeper, Goochland, Greene, Louisa, and Spotsylvania counties were specifically chosen as a “ core group ” with which to make the most relevant comparisons. Key results of the study indicated that Orange County ’ s general government employees ’ salaries lagged behind the midpoint of the core group range by nearly 13%. Similarly, first responders ’ salaries were found to be below the midpoint of the core group
range by 11%. The significant gap between the compensation package offered by Orange County and those offered by nearby comparable counties, highlighted in the survey, has historically made it difficult to recruit new employees or retain experienced staff members. The difference was also found to disproportionately affect those in entry - level public safety positions, such as recently - hired Sheriff ’ s Deputies. Adjustments recommended to better align Orange County ’ s compensation package with the middle range of those offered by the core group localities were incorporated in the budget planning process for the upcoming Fiscal Year 2023 (July 2022 - June 2023) Budget. Key points of the adjustments included raising the salaries of all employees by at least five (5) percent. However, additional increases were possible for some employees based on years of service considerations as well as the true depth of the difference between their position ’ s salary and that of comparable positions among the core group localities. In other words, those found to be paid well below the minimum range of our neighboring counties would enjoy an adjustment intended to, at least, bring them in line with that minimum. Other positions were found to be consistent with our comparable counties, and those salaries experienced less of a change. Following the adoption of the budget at the Orange County Board of Supervisors ’ Meeting on April 26, 2022, these recommendations will go into effect beginning July 1, 2022. Going forward, Orange County will be in much better alignment with others in the labor market, ensuring that we can continue to offer high - quality services to our residents. Current employees with questions regarding how these changes will affect them, or those interested in applying for open positions in Orange County, should contact Orange County Human Resources.
Page 31 | May, 2022
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