H-GAC operates under a policy-oriented job classification system, emphasizing:

·       Common classifications of similar jobs

·       Ranges structured to allow recognition of performance

·       Individual evaluation of each employee

·       Pay for performance

The Board annually reviews and approves agency job classifications. The classifications group comparable jobs, and set the minimum and maximum salary for each job group. An individual's compensation within the range will be determined by management’s evaluation of current performance and expectation of future performance.

Each year the schedule is reviewed for equity using multiple data sources. This year's review has included a study of the state salary schedule, other regional councils, and our local market.

Additionally, state law requires regional councils to implement a salary classification system similar to the State of Texas compensation system.  Salary classifications must be submitted to the Governor’s office for review. A comparison of H-GAC’s 2018 Proposed Salary Ranges to the State Salary Ranges is provided in Attachment A. The 2018 proposed salary ranges will continue to comply with state requirements.

Insurance programs and leave benefits will continue in effect in accordance with current Board authorization. A Wellness Benefit Program which included flu shots was launched in 2013 and continues this year, along with a Health Fair scheduled for the first quarter of 2018. These efforts are intended to control and reduce healthcare claims.

Recommendations

• Recommend a salary structure which is comparable to the State’s schedule with adjustments that both reflect market conditions and allow employee growth in each pay range. The proposed schedule will allow management to compensate employees on merit. There are no employees that will require a salary adjustment as a result of this modification to the schedule; nor will any employee be prevented from receiving a merit increase because he/she is at the top of the range. H-GAC does not offer cost of living adjustments or other across the board adjustments. (See Attachment.)

• Propose a 3.00% salary adjustment pool in the 2018 salary budget. It is recommended that this amount be used for merit adjustments, based on individual employee performance.

• Recommend continuation of employee Medical, Dental, Vision, Long-Term Disability and Basic Life and AD&D insurance benefits consistent with current approved contracts.

• Recommend continuing staff bus and van pool passes, setting aside $12,000.

• Recommend no change in holiday schedule.

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Presentation and discussion of recommended employee salary ranges for 2018.  (Staff Contact: Nancy Haussler; possible action in December)