Dear Local 88 Members and Fair Share in Multnomah County
I have received many questions about the recent email regarding the Wage Compensation study currently in process. As I am unable to answer each and every one individually, here are the FAQs and answers.
Please continue to visit the website for additional information and updates as they become available.
Q1. When was my job classification studied?
A. At the bottom of this article is a link to a document with the data we were able to compile with job classification, study dates if known and other notes we could locate.
Q2. It has been a long time since my job classification was studied. How come it isn’t in this study?
A. The team looked at the oldest studied job classes and by looking at the current wage mid-point compared to similar jurisdictions, we determined the classifications to study based on which had the greatest opportunity for an increase. If a classification wage was greater than or equal to the mid-point of the county’s wage it was removed from consideration in this study.
• The wage study includes finding the average compensation for each of the job classifications in comparable jurisdictions. This is done by taking the first and last steps in the pay range, adding those two figures together and dividing by two. The resulting number is called the “mid-point” of that pay range.
Q3. When will my classification be studied?
A. Per our contract with the county (see your red book, page 51) Market Adjustment studies will occur every two years and the classifications to be studied will be determined by joint agreement with the county and Local 88. Local 88 is looking at oldest studied first as in Q2 or if there is evidence a classification is greatly under-compensated.
Q4. Is there going to be a separate study for OA Job Classification by Department? Depending on the department, demands of the job and responsibilities are vastly different.
A. This study is for compensation only, meaning the per hour wage. We recognize the OA series is full of specialty work across all departments. It is possible a study of the various OA duties, by department may be requested in the future.
Q5. What does “red-circled” mean?
A. As described to me by Labor Relations:
The phrase “red circled” is colloquial in human resources, so there is not a definition of it per se. However, there is a contract provision (which also uses an ordinary word — “frozen” — which is also a colloquialism and not a term of art) that I think gets at what you are looking for.
Article 15.V.C., on page 67, lines 6-10, states:
“If an employee’s rate of pay is above the maximum of the new salary range, the rate will not change but will be frozen, and the employee will not receive any increase in base pay, specifically to include general wage increases. However, when the top step of the new range has risen to exceed the frozen rate of pay, the employee will be paid at the top step rate.”
Thank you for all of your attention. Our Work Matters!
Local 88 President