Explanation of Salary Adjustments in 2024

Benton County is committed to the Oregon Pay Equity Law. As part of our fulfillment of this, a pay equity analysis was performed in 2024 for all employees. This included: 1) employees represented by all of the three unions – “represented employees,” and 2) non-represented employees, many of whom are managers and supervisors, although many non-managers also fall into this category.

Prior to the pay equity analysis, a market analysis on non-represented salaries was conducted.

Adjustments Due to Market Analysis Placements

WHO: 113 management/confidential and non-represented employees

WHEN: Effective January 1, 2024

WHAT: Between 2015 and 2021, non-represented employees did not receive annual cost of living increases. In 2023 the salary schedules were adjusted for the cost of living, but employees’ salaries were not adjusted. Employees were assigned to the step of the new salary tables that was closest to their current salary, effective January 1, 2024. In some cases, this resulted in a slight pay increase. A small number of managers saw significant increases during this action.

Adjustments Due to Pay Equity Analysis

WHO: 150 employees, represented and non-represented

WHEN: Effective March 2024

WHAT: All employees were considered in a pay equity analysis. 150 employee salaries were found to be inequitable, and those employees received increases. About 2/3 of the adjustments were to represented employee salaries; the remaining 1/3 were non-represented.

Total adjustments:                    150
AFSCME represented:             86
BCDSA represented:                12
ONA represented:                     4
Non-represented:                      48

A relatively small number of non-represented employees received larger-than-usual pay raises as a result of this adjustment. Over the last 3 years, management positions in particular were hard to fill, and several managers were hired at rates above managers in the same classification with more experience and/or education. The understanding was that these inequities would be resolved through the next pay equity analysis. In addition, two managers had their classification corrected to reflect recommendations made by the compensation consultant.

Proposed Adjustments Due to Contract Negotiation

WHO: All AFSCME-represented employees

WHEN: Upon ratification of new contract

WHAT: Union-represented employees in Benton County receive a cost-of-living pay increase every year. Going into negotiations, County management recognized that wage increases, particularly for C-band employees, were warranted. The last best offer submitted October 7, 2024:

• A- and B-bands: 11.9% increase over the 3-year contract term
• C-band: 6% initial increase to raise wages to market rates + 11.9% increase over 3 years, for a total of 17.9% over the contract term

In addition, a further step (step 9) will be added to the salary schedule, meeting two of the Union’s interests:

1. Provide additional movement for those stepped out at step 8, and
2. To adjust the overall pay grade ranges (i.e. percentage difference between step 1 and step 9) to be more in line with the non-represented pay grade ranges.