Position Classification and Salary Plan Update
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Prepared for:
Curry County New Mexico
January 2022
Prepared by:
S Resource, Incorporated
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7 Avenida Vista Grande, #B7-148 Santa Fe, NM 87508
(505) 466-1745
Table of Contents
Section Page
Introduction 1
Purpose of Compensation Program 1
Characteristics of Effective Job Classification and Pay Plan 1
Methodology and Approach 1
Position Classification & Salary Plan History & Activities in Support of the Project 2
Position Classification Review 3
Schematic of Occupational Position Classes (Comp 1) 4 Index of Current to Recommended Position Classes (Comp 2) 6
Allocation of Individual Positions 8
Recommended Classification of Individual Positions (Comp 3) 9
Market Data Analysis 11
Market Data Sources 11
Market Comparator Pay Plans and Salary Schedules 11
New Mexico Eastern WIA Area – Wage Survey 11
Data to Current Levels 11
Salary Range Midpoint Comparison 11
Market Survey Data 11
External Prevailing Midpoint Summary (Table 1) 12 External Prevailing Midpoint Comparison - Classified Positions (Comp 4) 13
Salary Range Structure 14
Salary Range Adjustments 14
Permanent Salary Range Structure 15
Salary Range Assignments 16
Position Classification Market Pricing 16
Position Classification Assignment to Salary Ranges 16 Salary Ranges per Job Class (Job Class Order) (Comp 5) 17 Salary Ranges per Job Class (Salary Range Order) (Comp 6) 19
Non-Benchmark to Benchmark Linkage (Comp 7) 21
Estimated Fiscal Impact of Recommended Salary Plan 22
Estimated Fiscal Impact of FY 2023 Salary Plan (Comp 8) 23 Estimated Fiscal Impact of FY 2023 Salary Plan by Department (Comp 9) 24
Salary Administration Guidelines and Options 25
Pay Levels below Salary Range Minimum 25
Pay Levels above Salary Range Maximum 25
In-Range Adjustments 25
Position In-Range Approach 25
Position In-Range Alternatives 25
Sequential Percentage Approach 26
Hiring Rates 26
Promotional Increases 26
Part-time and Temporary Salary Levels 26
Position Classification Review and Salary Plan Recommendations 27
Recommendations 27
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Section Page
Salary Survey – Classified Positions Appendix A
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Report and Recommendations
Introduction
Purpose of a Compensation Program
A Compensation Program is one of several primary programs or functions that serve as the basis of effective human resource management. Compensation Programs are designed to provide equitable and competitive employee compensation, both direct (salary plan) and indirect (employee benefits), intended to attract and retain the organization’s workforce considering the needs of employees, the financial needs and obligations of the organization and compliance with relevant laws and regulations.
Characteristics of an Effective Job Classification and Salary Plan
The success of any Job Classification and Salary Plan is judged by the degree to which it achieves five basic goals:
• INTERNALLY EQUITABLE: It provides salary ranges for all positions that fairly reflect the value of each position relative to all others within the organization.
• EXTERNALLY COMPETITIVE: It provides salary ranges for all positions at a dollar level that is as competitive as the organization feels it can afford to be while still at a level required to attract and retain effective employees.
• PERSONALLY MOTIVATING: It is conceived as a vital management tool, playing a fundamental role in motivating employees toward specific achievement of essential end results.
• EFFECTIVELY ADMINISTERED: It lends itself to adequate central guidance and control. It should be structured in a way that facilitates specific budgeting of pay increases for any given year, forecasting employee costs, sound analyses of actual compensation practices throughout the organization, and accurate comparisons of the organization’s pay policy and practice to those of other, similar organizations on a timely and ongoing basis.
• CONTINUING PROGRAM: It provides for the inclusion of new jobs as they are created and the reassignment of jobs as changes in content and reporting relationships occurs to fulfill organizational requirements for the future. It must be an orderly and integral part of the management process.
Methodology and Approach
An effective means to achieve internal equity or to reflect the value of each job classification relative to all others within the organization is to place each position into the salary range structure based on the position’s relative value in the labor market. This is achieved through the extraction and analysis of pay data that best reflects the classifications that comprise the County’s workforce and within the comparable labor market that reflects the nature of work and geographic areas from which employees are drawn for the Curry County workforce. This pay data also serves as the basis to determine the organization’s external competitiveness within its respective labor market.
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Position Classification & Salary Plan History - Activities in Support of the Project
In 2006, Curry County contracted for the development of a Position Classification and Salary Plan. This plan was updated in 2008, 2011, 2014 and again in 2019. In addition, special studies relating to Law Enforcement and Detention were conducted in 2015. In an effort to maintain this initial Position Classification and Salary Plan; Curry County engaged S Resource, Incorporated to review the classification structure, an update to the Salary Plan for fiscal year 2023. This report contains the findings and recommendations formulated as the result of this review. In support of this effort S Resource, Incorporated has:
1. Conferred with the County Manager Human Resources Director identify position classification and pay plan issues and to fully develop knowledge of any updates to organization work activities and service delivery systems.
2. Maintained regular communications with the County Manager and Human Resources Director in support of project goals.
3. Reviewed County job descriptions, distributed and review position description questionnaires, evaluated job classification FLSA designations, and formulated specific recommendations on adjustments to the County’s job classification structure to accommodate new and/or updated positions.
4. Reviewed position classification benchmarks common to its competitive market including, as appropriate county and municipal governments, other governmental subdivisions in the region, and other relevant employers.
5. Conducted Zoom conference with the Roads Superintendent, Roads Supervisor, and Human Resources Director to better understand classification issues, recruiting and retention challenges.
6. Held telephone meeting with the County Sheriff to discuss law enforcement needs and challenges related to compensation.
7. Conducted Zoom conference with the County Assessor and Chief Deputy, and the County Treasurer to discuss project methodology and organizational needs.
8. Consulted with the County Manager to examine and determine effective approaches to salaries for positions appointed by Elected Officials.
9. Reviewed previous survey comparators, prepared requests for information, and conducted regular follow-up and communications with survey participants.
10. Verified and collected data from a variety of sources, including established salary surveys and organizational pay plans.
11. Extracted salary data from comparative employers and those that compete with the Curry County in recruiting and retaining high quality employees.
12. Conducted a review of preliminary pay and employee benefits findings with the County Manager.
13. Conducted competitive pay practice analysis for County job classifications illustrating the County’s position in relation to its labor market.
14. Develop recommendations for the maintenance of the County’s Classification and Salary Plan.
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Position Classification Review
As requested, S Resource, Incorporated conducted a review of the County’s position classifications to verify appropriate classification and increase understanding of the County’s job classification structure to draw valid job content comparisons within the labor market. This effort consisted of a review of current job descriptions, position description questionnaires and discussions with the County Manager.
Classifying positions involves the systematic arrangement of jobs into series and groups based on the application of criteria such as similarity of duties, responsibility levels, occupational function, etc.
Relying on the current job descriptions and insights gained from discussions with management; seventy (70) distinct job classifications were verified within the County structure. An outline of identified job classifications is contained in Comp 1, Schematic of Occupational Position Classes.
New classifications identified since the 2019 study are the Public Services Director, Human Resources Director, Grants Administrator, Network Administrator, Court Deputy – Special Services, and the Roads General Maintenance Worker.
The County positions were subject to a thorough review and recommended classification changes are reflected in Comp 2, Index of Current to Recommended Position Classes. A summary of this review is as follows:
Class Transaction % of Total
(N) No change 69 92.0%
(J) New Job Class 6 8.0%
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Curry County
Comp 1 - Schematic of Occupational Position Classes
Executive Group
103 Assistant County Manager E
104 Public Services Director E
105 Community Services Administrator E
106 Human Resources Director E
107 Personnel Coordinator E
108 Human Resources Specialist NE
109 Fire and Safety Director E
Executive Support Group
111 Chief Deputy Clerk E
113 Chief Deputy Treasurer E
117 Finance Director E
118 Assistant Finance Director E
Office Support Group
121 Executive Assistant E
122 Executive Secretary to the Sheriff E
125 Office Administrator E
124 Administrative Assistant Senior NE
123 Administrative Assistant NE
127 Office Support Specialist NE
126 Office Intern NE
128 County Services Specialist, Senior NE
129 County Services Specialist NE
Finance Support Group
131 Accounting Specialist Senior NE
133 Accounting Specialist NE
135 Purchasing Agent NE
Grant Programs and Administration Group
141 Community Program Manager E
142 Grants Administrator E
143 Community Program Coordinator NE
144 Court Compliance Monitor NE
145 Community Program Specialist NE
147 Community Program Assistant NE
Information Technology Group
161 Information Technology Administrator E
162 Network Administrator NE
163 Information Technology Support Specialist NE
165 Information Technology Technician NE
167 GIS Specialist NE
168 GIS Technician NE
Assessment/Appraisal Group
181 Chief Deputy Assessor E
182 Appraiser, Certified NE
183 Appraiser III NE
184 Appraiser II NE
185 Appraiser, Trainee NE
Indigent Services Group
203 Indigent Coordinator NE
Facilities Maintenance Group
431 Facilities Maintenance Superintendent E
432 Facilities Maintenance Supervisor E
433 Facilities Maintenance Technician NE
434 Facilities Maintenance Technician HVAC NE
435 Custodian NE
436 Construction Safety Officer E
Class Code Occupational Job Families and Job Classes FLSA
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Curry County
Comp 1 - Schematic of Occupational Position Classes
Class Code Occupational Job Families and Job Classes FLSA
Law Enforcement Group
501 Undersheriff E
503 Sheriff Lieutenant E
504 Sheriff Sergeant NE
506 Criminal Investigator NE
505 Sheriff Deputy Senior NE
507 Sheriff Deputy NE
508 Sheriff Deputy Cadet NE
Law Enforcement Support Group
512 Court Sergeant NE
513 Records Specialist/Dispatcher NE
514 Court Deputy - Special Services NE
515 Court Deputy NE
516 Process Server NE
Detention Group
521 Detention Administrator E
522 Assistant Detention Administrator E
529 Chief of Security E
528 Detention Captain E
523 Detention Lieutenant NE
524 Detention Sergeant NE
527 Detention Officer Senior NE
526 Detention Officer NE
Detention Support Group
533 Records Specialist NE
535 Inmate Services Coordinator NE
Road Maintenance Group
731 Road Maintenance Superintendent E
732 Road Maintenance Supervisor E
733 Road Equipment Operator Senior NE
734 Road Equipment Operator NE
735 Roads General Maintenance Worker NE
736 Equipment Mechanic NE
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Curry County
Position Classification Plan
Comp 2 - Index of Current to Recommended Position Classes
Transaction Codes:
M = Merge Into Other Class S = Split into Two or More Classes
T = Title Modification N = No Change
D = Delete Class Title J = New Job Class
Current Position Class Recommended Position Class Trans
Code
Accounting Specialist Accounting Specialist N
Accounting Specialist Senior Accounting Specialist Senior N
Administrative Assistant Administrative Assistant N
Administrative Assistant Senior Administrative Assistant Senior N
Appraiser Certified Appraiser Certified N
Appraiser III Appraiser III N
Appraiser II Appraiser II N
Appraiser, Trainee Appraiser, Trainee N
Assistant County Manager Assistant County Manager N
Assistant Detention Administrator Assistant Detention Administrator N
Assistant Finance Director Assistant Finance Director N
Chief of Secruity Chief of Secruity N
Chief Deputy Assessor Chief Deputy Assessor N
Chief Deputy Clerk Chief Deputy Clerk N
Chief Deputy Treasurer Chief Deputy Treasurer N
Community Program Assistant Community Program Assistant N
Community Program Coordinator Community Program Coordinator N
Community Program Manager Community Program Manager N
Community Program Specialist Community Program Specialist N
Construction Safety Officer Construction Safety Officer N
Community Services Administrator Community Services Administrator N
County Services Specialist County Services Specialist N
County Services Specialist, Senior County Services Specialist, Senior N
Court Compliance Monitor Court Compliance Monitor N
Court Deputy Court Deputy N
Court Deputy - Special Services J
Court Sergeant Court Sergeant N
Criminal Investigator Criminal Investigator N
Custodian Custodian N
Detention Administrator Detention Administrator N
Detention Captain Detention Captain N
Detention Lieutenant Detention Lieutenant N
Detention Officer Detention Officer N
Detention Officer Senior Detention Officer Senior N
Detention Sergeant Detention Sergeant N
Equipment Mechanic Equipment Mechanic N
Executive Assistant Executive Assistant N
Executive Secretary to the Sheriff Executive Secretary to the Sheriff N Facilities Maintenance Superintendent Facilities Maintenance Superintendent N Facilities Maintenance Supervisor Facilities Maintenance Supervisor N Facilities Maintenance Technician Facilities Maintenance Technician N Facilities Maintenance Technician HVAC Facilities Maintenance Technician HVAC N
Finance Director Finance Director N
Fire and Safety Director Fire and Safety Director N
GIS Specialist GIS Specialist N
GIS Technician GIS Technician N
Grants Administrator J
Human Resources Director J
Human Resources Specialist Human Resources Specialist N
Indigent Coordinator Indigent Coordinator N
Information Technology Administrator Information Technology Administrator N Information Technology Support Specialist Information Technology Support Specialist N Information Technology Technician Information Technology Technician N
Inmate Services Coordinator Inmate Services Coordinator N
Network Administrator J
Office Adinistrator Office Adinistrator N
Office Intern Office Intern N
Office Support Specialist Office Support Specialist N
Personnel Coordinator Personnel Coordinator N
Process Server Process Server N
Public Service Director J
Purchasing Agent Purchasing Agent N
Records Specialist Records Specialist N
Records Specialist/Dispatcher Records Specialist/Dispatcher N
Road General Maintenance Worker J
Road Equipment Operator Road Equipment Operator N
Road Equipment Operator Senior Road Equipment Operator Senior N
Road Maintenance Superintendent Road Maintenance Superintendent N
Road Maintenance Supervisor Road Maintenance Supervisor N
Sheriff Deputy Sheriff Deputy N
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Curry County
Position Classification Plan
Comp 2 - Index of Current to Recommended Position Classes
Transaction Codes:
M = Merge Into Other Class S = Split into Two or More Classes
T = Title Modification N = No Change
D = Delete Class Title J = New Job Class
Current Position Class Recommended Position Class Trans
Code
Sheriff Deputy Cadet Sheriff Deputy Cadet N
Sheriff Deputy Senior Sheriff Deputy Senior N
Sheriff Lieutenant Sheriff Lieutenant N
Sheriff Sergeant Sheriff Sergeant N
Undersheriff Undersheriff N
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Allocation of Individual Positions
Individual positions were assigned to job classifications. The recommended placement of individual employees/positions into the recommended survey job classifications are illustrated in Comp 3, Recommended Classification of Individual Positions.
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Curry County
Position Classification Plan
Comp 3 - Recommended Classification of Individual Positions
Transaction Codes: N = No Change
R = Reclassification T = Title Modification
Employee Name Department Current Position Class Abbreviations Recommended Position Class Trans Code
BERNAL, NEICEE ADMIN EXEC ASST Executive Assistant N
KUBE, DAVID ADMIN FIRESTYDIR Fire and Safety Director N
GUNN, MELISSA ADMIN HUMRESDIR Human Resources Director N
ROYBAL, DARIAN ADMIN HUMRESSPLT Human Resources Specialist N
ROBERTS, AMBER ADULT DETN ACCT SPCL Accounting Specialist N
WORNELL, JAIME ADULT DETN ADMINASST Assistant Detention Administrator N
ALANIZ, JOSE ADULT DETN ADMNSTRADC Detention Administrator N
HAACK, MELISSA ADULT DETN CAPTAIN Detention Captain N
BOTTOMLEY, COURTNEY ADULT DETN DET OFF Detention Officer N
CHAVARRIA, GEMMA ADULT DETN DET OFF Detention Officer N
ESPINO, JOEL ADULT DETN DET OFF Detention Officer N
GONZALES, BETHANY ADULT DETN DET OFF Detention Officer N
JENKINS, JUSTIN ADULT DETN DET OFF Detention Officer N
LEIVA, WILHELMINA ADULT DETN DET OFF Detention Officer N
PETERSEN, MICHAEL ADULT DETN DET OFF Detention Officer N
RODRIGUEZ, ISAIAH ADULT DETN DET OFF Detention Officer N
SANDOVAL, CAMDAN ADULT DETN DET OFF Detention Officer N
SMITH, TYRESE ADULT DETN DET OFF Detention Officer N
VALDEZ, MICHAEL ADULT DETN DET OFF Detention Officer N
VILLARREAL, LUIS ADULT DETN DET OFF Detention Officer N
WOZNICKI, HEATHER ADULT DETN DET OFF Detention Officer N
ZAVALA ZAVALA, KRYSTAL ADULT DETN DET OFF Detention Officer N
LEWIS, ALMEDIA ADULT DETN DET OFF SR Detention Officer Senior N
MARTINEZ, KARLA ADULT DETN DET OFF SR Detention Officer Senior N
SAIZ, IRMA ADULT DETN DET OFF SR Detention Officer Senior N
SILVA, LAUREEN ADULT DETN DET OFF SR Detention Officer Senior N
WAITES, DORETHA K ADULT DETN DET OFF SR Detention Officer Senior N
GRANILLO, JACQUELINE ADULT DETN INT LT Detention Lieutenant T
MORENO, CHRISTOPHER ADULT DETN LIEUTENANT Detention Lieutenant N
STANFIELD, TABER ADULT DETN LIEUTENANT Detention Lieutenant N
VEGA, VYANCA ADULT DETN LIEUTENANT Detention Lieutenant N
JONES, PHILIP ADULT DETN MAINT TECH Facilities Maintenance Technician N
VIDAURRI, FRANK ADULT DETN MAINT TECH Facilities Maintenance Technician N
ESPINO, ABIGAIL ADULT DETN OFFICEADMN Office Administrator N
LONG, RHONDA J ADULT DETN RECORDSPLT Records Specialist N
LOPEZ, KATJA ADULT DETN RECORDSPLT Records Specialist N
STEVENSON, KIMBERLY ADULT DETN RECORDSPLT Records Specialist N
LOPEZ, ORLINDA ADULT DETN SERGEANT Detention Sergeant N
RHUE, TERRI ADULT DETN SERGEANT Detention Sergeant N
STANFIELD, SARA ADULT DETN SVCOODINAT Inmate Services Coordinator N
JESKO, RANDA ASSESSOR CHFDEPASSR Chief Deputy Assessor N
KELLEY, SAM ASSESSOR APPRAISER Appraiser Certified N
BOYDSTUN, BRANDON ASSESSOR APPSRTRNEE Appraiser, Trainee N
BALTAZAR, SARAH ASSESSOR CNTYSVCSPC County Services Specialist N
MARTINEZ, MARISELA ASSESSOR CNTYSVCSPC County Services Specialist N
TARANGO, DAHLIA ASSESSOR CNTYSVCSPC County Services Specialist N
WHITE, TYLER ASSESSOR GISDATTECH GIS Technician N
ANCIRA, ADRIAN CLERK CHFDEPCLRK Chief Deputy Clerk N
LAWSON, SAYSHA CLERK CNTYSVCSPC County Services Specialist N
JESKO, MARILYN CLERK CNTYSVSPSR County Services Specialist, Senior N
WILSON, JODI CLERK CNTYSVSPSR County Services Specialist, Senior N
WYLIE, ANNMARIE CLERK CNTYSVSPSR County Services Specialist, Senior N
BIRDSONG, MIKO DWI COMMPRGCOR Community Program Coordinator N
MEEKS, SHELLEY DWI COMPRGMNGR Community Program Manager N
PRICE, KRISTIAN DWI COMPRGMNGR Community Program Manager N
LOPEZ, JOANN DWI COMPRGSPLT Community Program Specialist N
ROPER, CHRISTOPHER DWI CRTCOMPMON Court Compliance Monitor N
SLOAN, JARED DWI CRTCOMPMON Court Compliance Monitor N
MENDOZA, ANN FINANCE ACCT SPCL Accounting Specialist N
HALL, TROY FINANCE ASSTFINDIR Assistant Finance Director N
PIPES, CAROL FINANCE FINANCE DR Finance Director N
SCHLIMM, LORRAINE FINANCE PUR AGENT Purchasing Agent N
JACKSON, SHANNON FINANCE SR ACCT SP Accounting Specialist Senior N
MORTON, DIANE GRANT COMPRGMNGR Community Program Manager N
ALMAN, SUSAN GRANT COMPROGAST Community Program Assistant N
ULSES, ROBERT INFO TECH IT ADMIN Information Technology Administrator N
PEACH, KRISSY INFO TECH IT SUP SPL Information Technology Support Specialist N
SUTHERLAND, ROBERT INFO TECH IT SUP SPL Information Technology Support Specialist N
BACA, ALEXANDRA MAINT CUSTODIAN Custodian N
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Curry County
Position Classification Plan
Comp 3 - Recommended Classification of Individual Positions
Transaction Codes: N = No Change
R = Reclassification T = Title Modification
Employee Name Department Current Position Class Abbreviations Recommended Position Class Trans Code
JOHNSON, CHARLES MAINT CUSTODIAN Custodian N
MCCALL, DAWN MAINT CUSTODIAN Custodian N
GOODMAN JR, JONEL MAINT MAINT TECH Facilities Maintenance Technician N
KELLEY, TYLER MAINT MAINT TECH Facilities Maintenance Technician N
SANDOVAL, RANDY MAINT MAINT TECH Facilities Maintenance Technician N
ROBERTS, BEN MAINT PUBSVCDIR Public Service Director N
FOLLOWILL, LORA ROAD ADMNASSTSR Administrative Assistant Senior N
GRIGSBY, RODGER ROAD RDEQUPMECH Equipment Mechanic N
JONES, EMORY ROAD RDMNTSUPIN Road Maintenance Superintendent N
BEEVERS, GORDON ROAD RDMNTSUPVR Road Maintenance Supervisor N
BRINKLEY, DAVID ROAD ROADEQPOPT Road Equipment Operator N
CROWLEY, DANNY ROAD ROADEQPOPT Road Equipment Operator N
DAVIS, CALVIN ROAD ROADEQPOPT Road Equipment Operator N
DOWNEY, DAVID ROAD ROADEQPOPT Road Equipment Operator N
ELLIS, LESTER ROAD ROADEQPOPT Road Equipment Operator N
GARRETT, DUDLEY ROAD ROADEQPOPT Road Equipment Operator N
HICKMAN, TIMMY ROAD ROADEQPOPT Road Equipment Operator N
LEWIS, DAVID ROAD ROADEQPOPT Road Equipment Operator N
ORCUTT, SCOTTY ROAD ROADEQPOPT Road Equipment Operator N
SMITH JR, RICHARD ROAD ROADEQPOPT Road Equipment Operator N
STOKES, JOHNNY ROAD ROADEQPOPT Road Equipment Operator N
UNDERWOOD, DOUGLAS ROAD ROADEQPOPT Road Equipment Operator N
WHITEHEAD, TARRON ROAD ROADEQPOPT Road Equipment Operator N
WINES, MATTHEW ROAD ROADEQPOPT Road Equipment Operator N
MARTINEZ, LORENZO ROAD ROADGENMAT Road General Maintenance Worker N
CARTER, NATHANIEL SHERIFF COURTDEPTY Court Deputy N
GONZALES, JASMIN SHERIFF COURTDEPTY Court Deputy - Special Services T
MCKENNA, AMY JO SHERIFF COURTDEPTY Court Deputy N
PAGE, ANJELICA SHERIFF COURTDEPTY Court Deputy N
PETERSON, ANTHONY SHERIFF COURTDEPTY Court Deputy N
THOMAS, SAMUEL SHERIFF COURTDEPTY Court Deputy N
WINDHAM, DAVID SHERIFF COURTDEPTY Court Deputy N
SMITH, EDWARD SHERIFF COURTSERGT Court Sergeant N
PARK, HARVEY SHERIFF CRIMINVEST Criminal Investigator N
GLASCOCK, DEVIN SHERIFF COURTDEPTY Sheriff Deputy N
GOODWIN IV, EDWARD SHERIFF DEPUTY Sheriff Deputy N
WILSON, DEVIN SHERIFF DEPUTY Sheriff Deputy N
CALBERT, DIANNE SHERIFF LIEUTENANT Sheriff Lieutenant N
LOOMIS, RILEY SHERIFF LIEUTENANT Sheriff Lieutenant N
QUAY, ROBERT SHERIFF PROC SERV Process Server N
MONSON, STORMY SHERIFF RECSPCDISP Records Specialist/Dispatcher N
PARK, ALLISON SHERIFF RECSPCDISP Records Specialist/Dispatcher N
SCHWOPE, JOSHUA SHERIFF SERGEANT Sheriff Sergeant N
WILCOX, SONNY SHERIFF SERGEANT Sheriff Sergeant N
CORDOVA, MIA SHERIFF SHDEPTCADT Sheriff Deputy Cadet N
ROMERO, ERICA SHERIFF SHDEPUTYSR Sheriff Deputy Senior N
WHITE, LESLIE SHERIFF EXECSECTRY Executive Secretary to the Sheriff N
BROCKETT, MICHAEL D SHERIFF UNDRSHRF Undersheriff N
SPRIGGS, DEBBIE L TREASURER CHFDEPTRES Chief Deputy Treasurer N
DALE, LAVITA TREASURER CNTYSVCSPC County Services Specialist N
LAGOS, NANCY TREASURER CNTYSVCSPC County Services Specialist N
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Market Data Analysis
Market Data Sources
The competitive pay analysis draws on two primary data sources to provide the foundation for this report and accompanying recommendations relating to internal equity and external competitiveness. These sources and a brief description are as follows:
Market Comparator Pay Plans and Salary Schedules
S Resource, Incorporated obtained pay plans and salary schedules from governmental public sector organizations that comprise the market comparators that compete for qualified personnel with Curry County or are similar to the County in terms of size, budget, community population, etc.
The following comparators were included in this group:
Chaves County City of Clovis
Clovis Community College Clovis Municipal Schools Eddy County
Lea County Luna County City of Portales
Otero County Roosevelt County Sandoval County San Miguel County State of New Mexico Torrance County Valencia County
New Mexico Eastern WIA Area - Wage Survey, 2020, compiled and published by the New Mexico Department of Workforce Solutions.
This survey reports data for a broad variety of job classifications and provides a breakdown of data based on the state’s Eastern Workforce Investment Act (WIA) area. This area includes Chavez, Curry, De Baca, Eddy, Guadalupe, Lea, Lincoln, Harding, Otero, Quay, Roosevelt, and Union Counties.
Data to Current Levels
Data from each survey was “aged” to provide a current analysis of the County’s position in relationship to reported pay levels. In order to provide a current analysis, data was “aged” by a factor of two percent (2.0%) per year from the reporting date of the data through January 1, 2023.
Salary Range Midpoint Comparison
In conducting this analysis, a “structure-to-structure” method was utilized to compare the County’s salary structures to the prevailing rates. The prevailing rates are represented by the comparator organization’s Midpoints, which are the amounts employers pay for sustained competent job performance.
The Midpoint is the most objective, occupation-specific and consistent component of salary structures among employers, as the varying widths of salary ranges are too great to utilize Minimum or Maximum.
Midpoint is not affected by actual salary averages which may reflect longevity, pay-for-performance, and a myriad of subjective salary plan administration characteristics of the comparator employers.
Market Survey Data
Survey position data were extracted from the market data sources based on a match of position content.
Curry County positions were compared on the basis of job duties and responsibilities as specified in the County job descriptions and where available Position Description Questionnaires. Survey positions identified with approximately 85% - 115% of comparable job content where considered a match and the
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respective salary range data from each available market data source was utilized for determining the External Aged Midpoint. Of the seventy-five (75) job classifications identified in Comp 1; data were extracted for forty-six (46) or 61.3% of the job classifications where sufficient job content comparability was identified.
The market survey data extracted and analyzed for this study is summarized in Comp 4, External Prevailing Rate Comparison – Classified Positions, and detailed in Appendix A - Salary Survey – Classified Positions.
The External Prevailing Rate Comparison illustrates the relationship of the Curry County midpoint for each survey job classification to the External Aged Midpoint. The study compares County midpoints to Survey midpoints; it is reasonable to consider that job classifications within +/- 5% of the External Aged Midpoint are competitive in the market. The breakdown of all County survey benchmarks is summarized as follows:
External Prevailing Midpoint Summary – Table 1
Relationship to the Market Number of Survey Job Classifications
Percentage of Survey Job Classifications
Above the External Aged Midpoint 1 2.2%
Within 5% of Aged Survey Midpoint 8 17.4%
Below the External Aged Midpoint 37 80.4%
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Curry County FY 2023 Salary Plan
Comp 4 - External Prevailing Rates Comparison
01/01/23 Aged Survey Midpoint
$ %
435 Custodian $25,445 $30,850 -$5,405 -17.52%
127 Office Support Specialist $27,401 $32,633 -$5,231 -16.03%
168 GIS Technician $33,386 $39,718 -$6,332 -15.94%
161 Information Technology Administrator $68,321 $79,870 -$11,549 -14.46%
118 Assistant Finance Director $68,321 $79,222 -$10,901 -13.76%
431 Facilities Maintenance Superintendent $66,655 $75,670 -$9,015 -11.91%
106 Human Resources Director $73,574 $83,360 -$9,786 -11.74%
143 Community Program Coordinator $40,678 $46,079 -$5,402 -11.72%
135 Purchasing Agent $53,372 $60,117 -$6,744 -11.22%
108 Human Resources Specialist $38,717 $43,503 -$4,786 -11.00%
121 Executive Assistant $47,173 $52,698 -$5,525 -10.48%
433 Facilities Maintenance Technician $33,386 $37,075 -$3,689 -9.95%
123 Administrative Assistant $33,386 $36,897 -$3,511 -9.52%
144 Court Compliance Monitor $39,685 $43,808 -$4,123 -9.41%
182 Appraiser, Certified $42,737 $47,159 -$4,423 -9.38%
129 County Services Specialist $30,246 $33,368 -$3,122 -9.36%
524 Detention Sergeant $42,737 $47,012 -$4,275 -9.09%
125 Office Administrator $42,737 $46,801 -$4,064 -8.68%
513 Records Specialist/Dispatcher $33,386 $36,535 -$3,149 -8.62%
434 Facilities Maintenance Technician HVAC $39,685 $43,405 -$3,719 -8.57%
734 Road Equipment Operator $34,221 $37,160 -$2,940 -7.91%
117 Finance Director $87,457 $94,877 -$7,420 -7.82%
733 Road Equipment Operator Senior $38,717 $41,942 -$3,225 -7.69%
501 Undersheriff $79,232 $85,621 -$6,389 -7.46%
503 Sheriff Lieutenant $70,029 $75,624 -$5,595 -7.40%
736 Equipment Mechanic $40,678 $43,889 -$3,212 -7.32%
111 Chief Deputy Clerk $61,896 $66,693 -$4,798 -7.19%
109 Fire and Safety Director $60,386 $64,902 -$4,516 -6.96%
163 Information Technology Support Specialist $47,173 $50,663 -$3,489 -6.89%
504 Sheriff Sergeant $58,913 $63,191 -$4,278 -6.77%
105 Community Services Administrator $65,029 $69,521 -$4,492 -6.46%
181 Chief Deputy Assessor $61,896 $66,009 -$4,114 -6.23%
523 Detention Lieutenant $49,562 $52,806 -$3,244 -6.14%
113 Chief Deputy Treasurer $61,896 $65,774 -$3,878 -5.90%
167 GIS Specialist $47,173 $49,937 -$2,763 -5.53%
185 Appraiser, Trainee $34,221 $36,161 -$1,940 -5.37%
521 Detention Administrator $89,643 $94,406 -$4,762 -5.04%
732 Road Maintenance Supervisor $49,562 $52,165 -$2,604 -4.99%
128 County Services Specialist - Senior $35,076 $36,897 -$1,821 -4.93%
515 Court Deputy $37,773 $39,637 -$1,864 -4.70%
133 Accounting Specialist $35,953 $37,651 -$1,698 -4.51%
131 Accounting Specialist Senior $41,694 $43,579 -$1,884 -4.32%
507 Sheriff Deputy $48,353 $49,915 -$1,562 -3.13%
526 Detention Officer $37,773 $38,684 -$911 -2.36%
731 Road Maintenance Superintendent $77,299 $73,997 $3,302 4.46%
107 Personnel Coordinator $60,386 $56,742 $3,644 6.42%
Variance Class
Code Position Classification Title
Curry County Midpoint
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Salary Range Structure
For fiscal year 2007, Curry County adopted a Permanent Salary Range Structure, shown on the following page. This structure is characterized by a 50% spread from the Minimum to the Maximum; and Salary Ranges are separated by a uniform 2.5%, facilitating the precise assignment of job classes to ranges closest to the External Aged Midpoint. It is recommended the County continue with this single consolidated salary structure, designed to be administered on the basis of each employee's objectively measured job performance.
Salary Range Adjustments
Job classes should be individually reassigned to different salary ranges on a regular basis to reflect the varying movement in the External Aged Midpoint (if any) for each job class. The Permanent Salary Range Structure should not be adjusted by blanket percentages or flat dollar amounts, as that will adversely impact the County's external competitiveness and the internal equity of the salary plan.
The recommended base salary range structure is shown in the Permanent Salary Range Structure.
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Curry County
Permanent Salary Range Structure
Salary
Range Minimum Midpoint Maximum Salary
Range Minimum Midpoint Maximum
1 $10,712 $13,390 $16,068 49 $35,044 $43,805 $52,566
2 $10,980 $13,725 $16,470 50 $35,920 $44,900 $53,880
3 $11,254 $14,068 $16,881 51 $36,818 $46,023 $55,227
4 $11,536 $14,420 $17,303 52 $37,739 $47,173 $56,608
5 $11,824 $14,780 $17,736 53 $38,682 $48,353 $58,023
6 $12,120 $15,150 $18,179 54 $39,649 $49,562 $59,474
7 $12,423 $15,528 $18,634 55 $40,641 $50,801 $60,961
8 $12,733 $15,917 $19,100 56 $41,657 $52,071 $62,485
9 $13,052 $16,314 $19,577 57 $42,698 $53,372 $64,047
10 $13,378 $16,722 $20,067 58 $43,765 $54,707 $65,648
11 $13,712 $17,140 $20,568 59 $44,860 $56,074 $67,289
12 $14,055 $17,569 $21,083 60 $45,981 $57,476 $68,972
13 $14,406 $18,008 $21,610 61 $47,131 $58,913 $70,696
14 $14,767 $18,458 $22,150 62 $48,309 $60,386 $72,463
15 $15,136 $18,920 $22,704 63 $49,517 $61,896 $74,275
16 $15,514 $19,393 $23,271 64 $50,754 $63,443 $76,132
17 $15,902 $19,878 $23,853 65 $52,023 $65,029 $78,035
18 $16,300 $20,374 $24,449 66 $53,324 $66,655 $79,986
19 $16,707 $20,884 $25,061 67 $54,657 $68,321 $81,985
20 $17,125 $21,406 $25,687 68 $56,023 $70,029 $84,035
21 $17,553 $21,941 $26,329 69 $57,424 $71,780 $86,136
22 $17,992 $22,490 $26,988 70 $58,860 $73,574 $88,289
23 $18,441 $23,052 $27,662 71 $60,331 $75,414 $90,497
24 $18,903 $23,628 $28,354 72 $61,839 $77,299 $92,759
25 $19,375 $24,219 $29,063 73 $63,385 $79,232 $95,078
26 $19,859 $24,824 $29,789 74 $64,970 $81,212 $97,455
27 $20,356 $25,445 $30,534 75 $66,594 $83,243 $99,891
28 $20,865 $26,081 $31,297 76 $68,259 $85,324 $102,389
29 $21,386 $26,733 $32,080 77 $69,966 $87,457 $104,948
30 $21,921 $27,401 $32,882 78 $71,715 $89,643 $107,572
31 $22,469 $28,086 $33,704 79 $73,508 $91,884 $110,261
32 $23,031 $28,789 $34,546 80 $75,345 $94,182 $113,018
33 $23,607 $29,508 $35,410 81 $77,229 $96,536 $115,843
34 $24,197 $30,246 $36,295 82 $79,160 $98,950 $118,739
35 $24,802 $31,002 $37,203 83 $81,139 $101,423 $121,708
36 $25,422 $31,777 $38,133 84 $83,167 $103,959 $124,751
37 $26,057 $32,572 $39,086 85 $85,246 $106,558 $127,869
38 $26,709 $33,386 $40,063 86 $87,377 $109,222 $131,066
39 $27,376 $34,221 $41,065 87 $89,562 $111,952 $134,343
40 $28,061 $35,076 $42,091 88 $91,801 $114,751 $137,701
41 $28,762 $35,953 $43,144 89 $94,096 $117,620 $141,144
42 $29,481 $36,852 $44,222 90 $96,448 $120,560 $144,672
43 $30,219 $37,773 $45,328 91 $98,860 $123,574 $148,289
44 $30,974 $38,717 $46,461 92 $101,331 $126,664 $151,996
45 $31,748 $39,685 $47,622 93 $103,864 $129,830 $155,796
46 $32,542 $40,678 $48,813 94 $106,461 $133,076 $159,691
47 $33,356 $41,694 $50,033 95 $109,122 $136,403 $163,684
48 $34,189 $42,737 $51,284 96 $111,850 $139,813 $167,776
2.5%
Range Spread 50.0%
Midpoint %
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Salary Range Assignments
Position Classification Market Pricing
The review of the County’s job classifications identified seventy-five (75) job classifications. These job classifications provided the basis for extracting the available market data represented in the survey sources previously identified. Job descriptions provided the basis for job matching within each survey source. Of the seventy-five (75) survey job classifications identified within the County; market data were identified, extracted and analyzed for forty-six (46) or 61.3% of the survey job classifications.
Position Classification Assignment to Salary Ranges
As reported, forty-six (46) of the County job classifications were determined to have a direct market value as a result of the analysis mentioned above. These job classifications were then placed into the recommended salary range with the Midpoint that most closely matched the job classification’s External Aged Midpoint.
A complete listing of recommended pay grade assignments is shown in Comp 5, Salary Ranges per Position Class (Position Class Order) and in salary range order in Comp 6, Salary Ranges per Position class (Salary Range Order).
The remaining job classifications were slotted into the Salary range structure based on professional judgment and analysis of the current value comparability in relation to job classifications for which data were available. The relationship of non-benchmark to benchmark job classifications is detailed in Comp 7, Non-Benchmark to Benchmark Linkage Table.
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