Which government jurisdictions were selected to be included in the study and why?

PRM identified an appropriate and representative mix of jurisdictions and job markets, which consisted of municipalities and counties within the District of Columbia and Baltimore metropolitan areas. Additionally, PRM included certain proprietary and published survey sources for government, not-for-profit and general industry (private) market sectors below:

  • Five (5) city jurisdictions: Alexandria, Bowie, Frederick, Gaithersburg, and Rockville
  • Three (3) county jurisdictions: Anne Arundel, Howard, and Prince George’s
  • Additional comparators were added for specific occupations: City Harbor (Baltimore City, District of Columbia); Police and Fire (Baltimore County)
  • Supplemental Survey Sources: Local Government Personnel Association (LGPA) Annual Survey; and District of Columbia - Society for Human Resources Management (SHRM) Compensation and Benefits Survey for Washington-Baltimore Region
  • Publisher Sources: Maryland Department of Labor, Occupational Employment and Wage Statistics; U.S. Department of Labor, Bureau of Wage Statistics, and Willis Towers Watson, Middle Management, Professional, and Administrative Compensation Survey.
  • Proprietary Sources: PRM Consulting Group, Management Compensation Report of Not-for-Profit Organizations.

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1. What is the targeted completion date for the Classification and Compensation Study?
2. Which government jurisdictions were selected to be included in the study and why?
3. Will the study address pay compression issues?
4. Is the study examining compensation and classification for current employees or new hires?
5. Will the study analyze any potential income disparities or inequities that might be based on gender or race?
6. Will the study’s analysis of compensation include employee benefits?
7. Is the study intended to help employees with their pay or is it intended to reduce employees’ pay?
8. Will the study possibly result in new classifications, or will it be restricted to just potential reclassifications?
9. Is an individual’s workload considered in determining what the job is worth?
10. Will PRM Consulting staff meet with City employees individually, or as a group, to gather job information for updating the job descriptions?
11. In revising the job descriptions, will the study consider the fact that some employees may not have good writing skills, while others may be prone to self-promotion and exaggeration?
12. Will employees be able to see the results of the study?