3-16-20 BOC Regular Meeting - Laserfiche WebLink

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III. PUBLIC HEARING III.A Hold a public hearing on Lee County's goal of participation of minority/historically underutilized businesses in construction and repair contracts The Board previously held a public hearing and adopted a 10% goal of participation in a resolution on October 15, 1990. While the Board previously held a public hearing and staff is not seeking to change the goal of participation, the definition of minority business has changed thus staff is suggesting that the outreach policy be adopted as an exhibit to the County's purchasing policy. For contracts involving construction and repair over$300,000, the County and Bidders must follow formal HUB outreach reporting requirements. For contracts less than $300,000, the County must follow the informal HUB requirements using the outreach plan as a guide. County Attorney Whitney Parrish also drafted the minority business policy which will be an exhibit to the contracting and purchasing policy. The HUB requirements are set out for informal and formal bids. The formal bidding range requires contractors to fill out affidavits representing their efforts. Chair Dalrymple opened the public hearing for comment. Commissioner Reives spoke in favor of the proposed policy. No one spoke in opposition. Chair Dalrymple closed the public hearing. (Action taken by the Board under New Business) Original 1990 Policy.pdf Final Policy HUB Requirements.doc Final Memo to Board.docx Public Hearing Ad.pdf IV. PUBLIC COMMENTS No one spoke during the Public Comments section of the meeting. V. OLD BUSINESS V.A Lee County Market Comparative and Pay Plan Study Piedmont Triad Regional Council conducted a Market Analysis and Pay Plan Study to evaluate the competitiveness of Lee County's Pay and Classification Plan to surrounding counties and municipalities. Over a period of 5 months the County Manager, Assistant County Manager and Human Resources Director worked in tandem with the management analysts of Piedmont Triad Regional Council in a comprehensive evaluation of the Lee County Pay and Classification Plan. It was found that Lee County's average based salary is 16% below the market average. It has been established that employee salaries are significantly compressed at less than 10% above the minimum rate. A mechanism to move employees along in the pay structure as they gain experience and time in the current position is paramount. It is proposed that employees move a step at the beginning of each fiscal year until the employee reaches mid-point of the salary range. It is proposed that employees with compa-ratios in the .95-1.05 range should be considered paid at "market" relative to the salary grade midpoint. This equates to 10 years of experience in the position. Changes to pay after reaching the market rate of the position will need to 3