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Home My WebLink AboutUpdate Documents - Human ResourcesC 0 IL Grant County Classification Review &Analysis August 4, 2026 om - en.salia C07nnections, Project Overview oo- Conducted a comprehensive c[assification and compensation studvto improve organizationat structure, consistency, and admi.nistrative efficiency lo. Partnered with the project tec-E-in-i to Id e n t- icy opportunities to SimPlify processes and support long- term program administration o* Organized jobs into job famiLies and revised.Job des(_-,riptions oo Reviewed F S for selected positions Oo. Conducted a comparable research market study Using seLected benchmark Jobs representing different v nd deD rtr n ross the County ompen satio C�nnecfions, Core Project Team Grant County * Decorah J. Anderson -Cook, HR Director *- Gina SLr', HR Assistant Director Compensation Connections o,- Shannon r h man, r r ci t Alaina Goodman, Project Manager Jo Ling enfelter, Kim Cook, Marcrag, & HannahFr r e b Description naLysis 011 Kim hook & Mary Farm — FLS,A unalysis o- Hannah Fredericl<sen & Kathy Marei< — Market Study O=Satio ons, 0 Job Descript*ion Review & AnaLysis Pop, Reviewed over 300 job classifications, organized positions into job arni .i s, Mat job descriptions which reduced the total number of classifications by ariproximateLy 80 and T improved clarity anci consistency across depar'.Lmerat s so. Included: Updated qUalfflc at 10 11 S U1 S3 i n e st p ra ct . ice standards Revised job duties by converting task-orient'-ed lists into outcome and im pact -based statements T Standardized job description i-en-ipLate Provided a job architecture framework Organized jobs into job fr-C-11milies Combined similar jobs ompensatio C�nnecfions' Job Description Template Gf aisit Coutity, WA and objectives. This role reQuires ii,strong undentand3ngot'human resources porciples, excellentle"Orship .skits, and the al:lilitV to Collatuoratk ettectivatj with tearils. The Kufran Resources Agaiguat Director may be assigned leadership reiponjibility for one or more human resources programs. This positiiin assists with hiring, training, conducting performance evaluat=,s that are timetv and curttruchve, and handling the discipline of vitordinate empio-jees. DISTINGUISRING CHARACTERISTICS: This position is &stiriguz-shed from the HR Director in that the HR AsIl."arit Director assists in developing and implementing HR strategies, policies, and procedures to 5LpP0.n mission and objectives and acts as a proxy for the HR Director as needed- E55ENTIAL FUNCTIONS: This job clEscdotion is intended to describe the generW nature and level of ',%-Ork being ts*rfafmiad- it is not intended to be an exhaustive list of all responsibilities and duties required. 41 Provides leadership and guidance to the HR team, including recruitment, training, performance manajgtmwtt, and employee relations, to faster a high -performing ants engaged werldorce. Serves as a key advixorita department fnanagarz, providing expeftila an ides -related matters, such as staffing needs, recruitment and raAwdion iivatatw% and emp!&j" relations, to dri,.,e business results and support organizational goals. • Cvdir&eas the recruitment process, from sourcing candidates to onboarding new employees, to ensure r. talented and diverse workforce that me,&ts the organizarsov's nerds.. • Deveiops and implements effective employee relations *strategies, including conflict rescliu."n.. investgationi, and disciplinary actions, to promote a pQslthve and rtspectfuf work environment and minimize risk. • Coliaticratei ovitti itakehoiders to design and deliver training and deve3opmentprograrris that enhance emp3ayeeskills and performance, supporting the organization's gcaiss and objectives. Gram Coisiuy, WA Job De-sclifitior) • Ensures lomplianca aaith relevant employment favis and regulations and updates HR policies and procedures as needed. • Analyzes SR metrics a no anary-tics to track kayperiornw�e indicators, providing insights and razorit-mandatiom to support decision, -making and drive buarnia" results. • Develops and administers employee benefits programs,, including health insurance, revirtivi"I plans, and weilness iniiitiativw, to at -tract and retain top talent and support employee well-bei.qg. • Provides C%pa'a advice and counsel to employee:., managers, and other stakeholders or, HR-relatea matters, including policy, classification, compersAtzon, performance nianagement, and grievance resolution, to promovil a positive and supportive 'eork aniiVom"ent. • Lea -is spacfat projects, committees, cr task forces, such as surveys, research 5wdles, or process improvikmam "tiarNes, to drive innovation and improvement in HR practices and support organ -stational goals. • Piwfwnsothef duties as assigned. Preferred Education and Evpwiamce. in Gavernmwvt,'Pul;lic Sector - Two years of sult;Arvi"V experience. Labor Relations/Union Environment Experience. • FrQiantev at in Human Resources or Soctety for Human Resources &1a n agem ere Cartftation.. Pful"sigiv.d LlcansWCertifications: 0 None. Grarst Couray,VVA )ob PHYSICAL REQUIREMENTS: Reasonable accrmcna"Dons may be rr-a-Se to enable individuals with disabilities to Perform the ess"tiat furcuess- • Sits for long periods at tame and valleing and/or standing are only re;virec; occasionally. • Utilizes a computer for prolonged periods of time to complete work tasks. ACKNOWLEDGEMENT: I hav;, received a copy of this job deicripticn, which if a 1juidafire, or summary cfthe dunes I am to perform;. The job description is intended to describe the essential job (Linctions, the general supplemental functions, and the asawniai requirements for the performance of this job. They are not to be construed as an exhaustive list of all job duties or roles performed by personnel so da-mified Other functions may be assigned, and managiiiewt rerains the rlghtt%.i acid or change duties at any time. ; acknowledge that this job description does not represent an arricilgymom agreement. Esriploy_" Names 111.2mal Employ" twiii: Date. �Watel Hit ftsom name He Date: [date] ,,qmpensatio �;onnections' Job Architecture Follows rules Solves simple problems Closely supervised Some inaependence No supervision No supervision Basic knowledge Working knowledge High school, 1 year High school certificate, 2-3 years Strategl oversight Routine decisions Resolves moderate Important dec>tsion-s Hfgfi-rnipac. C�ecisro-ns Strategic decisions issues Sets L,,vn priorities Independent ,,vorkload Delegate_ for team Sets team priormes Department priorities Guides informally Men= others Supervisor or team Manages tearr< Leads cepartment leacl Solid Aavanceo P.novAedge Expert Broad exper-lSe Strategic advisor underst3noing High school - Bachelor's, 3-4 years Bachelor's, 5-7 Bachelor's, B-10 years Advanced degree, 10+ certificate, 4-5 years including 2-4 years of years including 3-5 years Supervisor: experience managing years of leadership including 1-2 years the work of others and experience directing of experience as a having oversight of a the overall plans, work, team lead or team or functional unit. and performance of a s u per'.hsor. team. Specialist .Seri for Supervisor/ Lead PAanagLr Direc-tor ..,,ompe sa io ( ,o n ec ions' FLSA Assessmen4o- Reviewed positions impacted by Washington State FLSASaLary threshold increases for 2026 & 2027 0o, completed a comprehensive review of FLSA exemption status for each impacted role utilizing the Washington State job duties test to determine and validate the appropriated exempt or nonexempt classification FLSA Exempt StaWs Job Duties Evaluation Job Title: COnIcal Supervisor - Me V* profe-ssional exemption encompa,;ses two exemptiorts; one Tfor Learned arid one for Creative Professionals. -Art &Sl M.t Lewned Pro te is an employee whose �irwry chity requires advancied knowledge in an iatellertual field that the employere gets (torn lengthy speciatized irv;isuctirka (e.g. graduate degree, specialized cerifficatbii, ficensing, etc.)_ The work cannot be mosty routine or manual- -An EXempt Cr"U" PgftMjggkj is an employee whose primary duty requires creative or, aftfic work that requires invention, tn-tagination, rorigiftality, or talent. Does this positlion meet the deflaftn above? Yes Loomed Professional 11 COWMUe U�Af 0 'W", aO la COA044je k6ffig FMAS ERSF, No I yes Not swe Pface an 4X -, M the IV& bw "Vi, Learned Professional CdtoU Questions I. [ka s ffi& the performanct-cif work requirfrig advafic&d knowledge M a. field ok.6jenceor leaunir)gthat is custonlafily acqu*MEW by a PrNarw*d course M spet ahzed inteftectual instruction? (If rwot the position dots not quallfV for this test.) A "Menrol 14eu-Ith Cb??1t:,jf olvLn"Sio(I., o")L14 2. is the employee's primary duty predominantly intellectual M characteir? (If the work is MOWY roue or "Wrtual the position does rmt quality for this test) "jjt)ef wc a - `(,n_.-urmq del)ver�, ol high I -I tic/ evide'),:t2 bu�;,ed u vruL [�,c t- al e S le I I t atio, Uufj Mari rour"r, -4, Would this. &m1sloyee2; esis&nfial duties; be it-rdicarive ofsarfivorte puri;umg the (Oteisipn? 70nl(30, i,Y), I sa Uoompenio nnectlonv Compensat*ion AnaLysis OPP. Conducted a market study that includes identification of compar abLe PLINic seclIL-or employers and use of both custom-coLLected and Published survey data Comparable Organizations Benton County -Prosser, WA Cla LLa m County - Port AngeLes, WA oaritCounty - KL elso, WA F I ranklin County - Pasco, WA Lewis County - Chehahs, VVA Skagit County - MOUIA Vernon, WA _J Published Survey Sources (for select positions)* Economic Research IIIStitUte Lightcast - Advertised Wage and Occupational Employment and Wage Statistics (OEWS) PRM, -Not-for-Profit Survey rm es The NonProTit -" I i Data adjusted for Grant Countys labor market and scope d to government and non-profit organizations ► Worked with Grant County to select benchmark jobs representing different Levels Job famiUes, and d e p a rtm e nts Poo. This research supports benchmarking and InT'01'MS the development of a revised pav struciure to SUPPOil implementation and long-term program sustainabiLity 0 -ibine and s'rnpLify Grant Cou:nty's 1 different wage tabLes o. Made recornmendations, to con I ompe nsalio 10% - Uonnections, Market F*Indings Snapshot loo, 100 positions benchmarked loo- Compared market to range midpoints Overall, 104% of market (in general, +/- 5% Is considered "on marketyl) oo26 Jobs_ Po. 28 Jobs above market ooGrant County has more social service jobs than the comparable organizations Po. Grant County typically has more levels than the comparable organizations I-, Benchmark Jobs Compared to Marke - L om ensatio C ;nnections, ConsoLidated Grades Oo, Easier to see job aLignmenI Oo. Ease of administration I i et track internal equity across the organiZaLlon Poo Recommend adopting a consistent structure design 2.5% between ranges Steps -1-3 sit at 3% step incirease, Steps zl-r-7 set at 2% step ilicr�ase Pol. Market median (50thpercentiLe) anchored at step 41 Poo, Up to 80 ranges depending on 1DOSitiOrIS HICI-Lided III the strUhCture omperk saflo C6nnecfions, Stop 1- 3 •a•0 b $39j475 $40..6-59 $41.979 Step 4- 7 �45,099- WA State Mir, WA State Miti Wage 2026 wage 2026 Hourly Annual Step Increase % 3.0% 1% $3,31325 Step Increase % 2.5% 42o926 $43o999 17.1-3: $35,630 181yo 9 $394283 1,Mj462 $41,675 $420926 $43,999 $454099 $464226 18% 2.5% 10 $4OA265 $41;473 $42,,71.7 $43,,998 $45,098 $46..226 $47,381 18% 2.5% ILIL S-41,272 $42;511 $43,786 $4,S.,,ILOO $46,227 $47A383 ale 1870 2.5% 12 $42,303 $430572 $44,879 $46,226 $47,381. $48,566 $49..780 18% 2.5%. 13 $43o363 $44j664 $460004 $471,394 $U,,568 $49;782 $51;027 two 2.5% 14 $44,446 $45J79 $47,153 $481,567 $4.91782 $51,026 .5-52j302 18% 2.5% is $45;558 $46,924 $48,332 $491792 $51�027 $52,302 $53;610 18% 2.5% 16 $464695 $48oO96 $49..539 $SjLrO25 $52,301 $539609 $54;949 OQ4 2.5% 17 $47o864 $OO 49e3 $500779 $52,302 $5.3,,610 $54,950 $56,324 18% 2.5% 1s 549,059 $50,531 $52..047 $53,608 $54,949 5 6,,31 2 2 $570730 18% 2.5% 19 $500286 $51,79.5 $53t349 $54,9419 $561-3123 $574731 $59ol.74 18% 2,5% 20 $514543 $53,089 $54,682 $57,73 1 $59ol-74 $60,653 18% 2.5% .,gImpensatio Uonnections, Market Study ImpLernentat*ion/Next Steps e-. Oo. Grant County I-eceived comprehensiveworkbook o- Markt data and anaLysi s to CU rre nt ne---Inge s o- Proposed pay structure Op, Pay structure impLementation options with empLoyee data Next Steps Review individual job ranges comps red to n-itarket F--,Aeview job hierarchy - the pLacement of positions within new struCIL-.ire Ow- Consider implementation options o- Bring to r-ni ninl U M only (does notmove ati employees onto a step) �so Current step/Next higher step o. Years in position ornpensatic Connections' Summary of Recommendations ratio do=ons" Questions? ? impensat'lo �carinPctions,