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MONTGOMERY COUNTY, MARYLANDPersonnel Management ReviewMerit System Employment ProfileTurnover AnalysisWage and Salary ComparabilityManagement Leadership Service ReviewApril 2019
MONTGOMERY COUNTY, MARYLANDPersonnel Management ReviewMerit System Employment ProfileTurnover AnalysisWage and Salary ComparabilityManagement Leadership Service ReviewMontgomery County GovernmentOffice of Human ResourcesClassification and Compensation Team101 Monroe Street, 12th FloorRockville, Maryland 20850
Personnel Management ReviewTable of ContentsPageIntroductionMerit System Employment ProfileGeneral Workforce StatisticsPay Grade and Salary DistributionCollective BargainingLeave Usage and BalancesTuition AssistanceEqual Employment OpportunityTemporary and Seasonal EmployeesLocation of Employee ‐20Turnover AnalysisSummary ‐ Turnover HistorySeparated Employee Analysis2‐12‐2Wage and Salary ComparabilityComparison of Pay Increases to CPIComparison of Pay Increases to Private SectorComparison of Salaries to Federal GovernmentComparison of Salaries to Local Area Employer SalariesComparison of Actual and Projected Pay Increases3‐13‐33‐63‐73‐8Management Leadership Service ReviewMLS Demographic Data by GradeMLS Separations by Reason for SeparationMLS Demographic Data by Rating CategoryDistribution of Performance Ratings by Pay BandAverage Pay Award Based on Rating Category and Salary Range PositionKey Changes to MLS Performance‐Based Pay4‐14‐24‐34‐44‐54‐6
INTRODUCTIONThe Personnel Management Review is compiled by the Office of Human Resources. The purpose ofthis report is to provide the County Council and the public with general information concerning thesize and composition of the County government workforce; employee turnover rates and reasons forturnover; and information concerning the comparability of County salary ranges with those of publicand private sector organizations in the Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WVmetropolitan area. Also included is a review of the Management Leadership Service, required byMontgomery County Personnel Regulations, Section 10‐10(c)(3)(F).Additional information concerning the County government workforce and employee compensation ispresented in the County Executive’s Recommended FY19 Operating Budget and FY19‐24 PublicServices Program.Any questions concerning information contained in this report may be directed to Rosa Hong,Program Manager II, Business Operations and Performance, Office of Human Resources, at240.777.5025.CreditsRosa HongBiancaliz Agosto‐FigueroaPadmarani VenkatachalamJames HawkinsPamela Vaughn
MERIT SYSTEM EMPLOYMENT PROFILEData presented on pages 1‐1 through 1‐12 are based on merit system permanentemployees only. Data on temporary and seasonal employees are presented onpages 1‐17 through 1‐19. Data presented on page 1‐20 represent all three groups ofemployees. Data on MLS employees are presented on pages 4‐1 through 4‐6;information on pages 4‐3 through 4‐6 are fiscal year based. Elected and appointedofficials, paid members of boards, committees, and commissions, and judicialbranch employees are excluded from all data. Unless otherwise noted, the datareflect the employee population as of December 31, 2018.The reader is cautioned that the calendar year data in this profile reflect actualemployee counts as of the end of calendar years 2008 through 2018. Therefore,these data may not directly correlate with information in theworkforce/compensation section of the County Executive’s Recommended FY19Operating Budget and FY19‐24 Public Services Program.
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1Average Annual Salary ‐ 2018Full‐Time 262728293031323436383940Number of Average 92372924401084204873531592614841524631131 39,722 31,294 45,969 43,588 42,589 41,696 45,845 54,530 51,773 53,368 63,029 61,699 67,084 71,174 72,141 79,261 84,011 87,601 91,671 101,527 104,877 113,492 120,253 118,694 130,117 118,474 135,324 155,966 159,490 153,746 159,423 mber of Average 3311141 106,349 134,305 151,819 97,124 114,396 131,851 145,227 164,665 103,907 115,808 46,482 57,812 73,382 93,246 99,493 111,841 131,205 Number of Average 1157677573 47,665 57,524 70,380 88,884 49,868 52,241 60,197 82,103 178,466 156,469 129,585 199,113 219,025 53,339 56,930 65,315 84,769 96,034Number of Full‐Time Permanent Employees: 8,444Overall Average Salary, Full‐Time Permanent Employees: 80,5301Average total county salary: includes salary differentials included in total County salary, butdoes not include pay earned on an hours worked basis (e.g., shift differential, overtime, orholiday pay).Note: A Police Management; B Fire Management; C Corrections and RehabilitationManagement; D Deputy Sheriffs Management; F IAFF; G Deputy Sheriffs; MD Physician;M MLS; P FOP1‐6
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Distribution by Employment Category and Race/EthnicityPermanent Employees ‐ 2018Race/EthnicityEmployment Category# of% ofEmployees EmployeesAmerican Indian Administrative Supportor Alaska Native Officials and tive Service ive SupportOfficials and tive Service WorkersService/MaintenanceSkilled Craft 2%0.2%2.5%1.0%0.3%0.3%0.8%6.8%Black or AfricanAmericanAdministrative SupportOfficials and tive Service WorkersService/MaintenanceSkilled Craft n/Other PacificIslanderProfessionalsProtective Service WorkersService/MaintenanceSkilled Craft .1%# ofEmployees% ofEmployeesAdministrative SupportOfficials and tive Service WorkersService/MaintenanceSkilled Craft 0.3%0.7%2.8%2.7%1.4%0.5%0.8%10.5%Two or MoreRacesAdministrative SupportOfficials and tive Service WorkersService/MaintenanceSkilled Craft 0.3%0.4%0.1%0.0%0.1%1.1%WhiteAdministrative SupportOfficials and tive Service WorkersService/MaintenanceSkilled Craft hnicity Not t CategoryHispanic orLatinoTotal EmployeesNote: Administrative support includes clerical and sales.1‐16
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Residences of Montgomery County EmployeesStateCounty/CityPermanent#%Temporaryand Seasonal#%District of ColumbiaMarylandMontgomeryFrederickPrince GeorgesHowardWashingtonCarrollAnne ArundelBaltimoreBaltimore CityCharlesHarfordCalvertQueen Anne'sSt iniaFairfaxLoudounArlingtonAlexandria CityPrince WilliamOtherWest VirginiaJeffersonBerkeleyOtherOther StatesGrand TotalAs of December 31, 100.0%Temporaryand .1%0.2%2,981 100.0%12,224100.0%
TURNOVER ANALYSIS
NUMBER OF SEPARATIONS BY REASON FOR SEPARATIONCALENDAR YEARS 2008 ‐ 2018Separation ReasonVoluntaryNo return LOA/LWOPAWOLNew jobNon‐specified personal reasonsRelocation out of areaFamily responsibilitiesBetter compensationMore flexible work scheduleBetter working conditionsMore opportunity for advancementEasier commuteReturn to SchoolQuit ‐ no noticeNormal retirementEarly retirementSub TotalInvoluntaryDisciplinaryUnsatisfactory performanceMisconductNon‐disciplinaryExcess absencesFailed probationSub TotalManagement/FiscalDiscontinued service retirementReduction‐in‐forceLack of fundingSub TotalMedical/OtherUnknown/otherService‐connected disability ret.Non‐service connected disability ret.Other medicalDeathSub TotalTotal SeparationsTotal EmployeesTurnover 22546519% of %2.6%1.4%19.6%2‐1
Turnover ‐ Separations by Employment CategoryPermanent Employees ‐ 2018Employment Category# inCategory% of TotalEmployees# ofSeparations% of TotalSeparationsTurnover Rateby CategoryOfficials and rotective 62.7%294.2%11.79%Administrative Support99710.8%8011.5%8.02%Skilled %100.0%8.65%7.55%Service/Maintenance2‐2
Turnover ‐ Separations by Race/EthnicityPermanent Employees ‐ 2018# inCategory% of TotalEmployees# ofSeparations% of TotalSeparationsTurnover Rateby CategoryWhite4,50148.7%31745.4%7.04%Black or African American2,46926.7%20929.9%8.46%Hispanic or o or More Races1041.1%152.1%14.42%American Indian or Alaska Native340.4%10.1%2.94%Native Hawaiian/Other Pacific 0.0%698100.0%7.55%EEO CategoryRace/Ethnicity Unreported2‐3
WAGE AND SALARYCOMPARABILITY
YearBASE PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES NOT AT MAXIMUM SALARY (1)vs.CONSUMER PRICE INDEX (CPI)DifferenceMCGMCG ServiceTotal MCGCPI ‐UMCG vs.Increment (3)Change (4)GWAPay IncreaseCPI �‐FY04‐FY07 Compounded Change (5,6):28.72%13.42%15.29%FY00‐FY03 Compounded Change:29.59%11.24%18.35%FY16‐FY19 Compounded Change (2):2018 (FY19)2017 (FY18)2016 (FY17)2015 ‐FY15 Compounded Change (2):2014 (FY15)2013 (FY14)2012 (FY13)2011 ‐FY11 Compounded Change:2010 (FY11)2009 (FY10)2008 (FY09)2007 1%(1) Excludes police and fire bargaining unit employees.(2) FY15 GWA was effective on September 7, 2014; FY17 GWA was effective on July 10, 2016 (0.5%) and January 8, 2017 (0.5%);FY18 GWA was effective August 6, 2017; and FY19 GWA effective December 9, 2018.(3) Most employees not at the maximum of their assigned grade are eligible for a service increment.Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.(4) November 2017 and 2018: CPI‐U change, Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WV; November 2016 and before: CPI‐U change,Washington‐Baltimore, DC‐MD‐VA‐WV.(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.3‐1Date ofCPI Changes11‐14 ‐ 11‐1511‐16 ‐ 11‐1711‐15 ‐ 11‐1611‐14 ‐ 11‐1511‐13 ‐ 11‐1411‐12 ‐ 11‐1311‐11 ‐ 11‐1211‐10 ‐ 11‐1111‐09 ‐ 11‐1011‐08 ‐ 11‐0911‐07 ‐ 11‐0811‐06 ‐ 11‐07
BASE PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES AT MAXIMUM SALARY (1)vs.CONSUMER PRICE INDEX (CPI)DifferenceMCGMCG ServiceTotal MCGCPI ‐UMCG vs.Increment (3)Change (4)YearGWAPay IncreaseCPI Change5.12%4.68%0.44%FY16‐FY19 Compounded Change (2):2018 (FY19)2017 (FY18)2016 (FY17)2015 60%2.50%4.50%‐‐‐‐‐‐‐‐FY04‐FY07 Compounded Change (5,6):12.17%13.42%‐1.25%FY00‐FY03 Compounded Change:12.93%11.24%1.69%FY12‐FY15 Compounded Change (2):2014 (FY15)2013 (FY14)2012 (FY13)2011 ‐FY11 Compounded Change:2010 (FY11)2009 (FY10)2008 (FY09)2007 (FY08)0.00%0.00%4.50%4.00%0.00%0.00%0.00%0.00%(1) Excludes police and fire bargaining unit employees.(2) FY15 GWA was effective on September 7, 2014; FY17 GWA was effective on July 10, 2016 (0.5%) and January 8, 2017 (0.5%);FY18 GWA was effective August 6, 2017; and FY19 GWA effective December 9, 2018.(3) Most employees not at the maximum of their assigned grade are eligible for a service increment.Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.(4) November 2017 and 2018: CPI‐U change, Washington‐Arlington‐Alexandria, DC‐VA‐MD‐WV; November 2016 and before: CPI‐U change,Washington‐Baltimore, DC‐MD‐VA‐WV.(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.3‐2Date ofCPI Changes11‐14 ‐ 11‐1511‐16 ‐ 11‐1711‐15 ‐ 11‐1611‐14 ‐ 11‐1511‐13 ‐ 11‐1411‐12 ‐ 11‐1311‐11 ‐ 11‐1211‐10 ‐ 11‐1111‐09 ‐ 11‐1011‐08 ‐ 11‐0911‐07 ‐ 11‐0811‐06 ‐ 11‐07
PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES NOT AT MAXIMUM SALARY (1)vs.PRIVATE SECTORTotal MCGPay Increase22.99%Private SectorChange (4)12.77%DifferenceMCG vs.Private FY04‐FY07 Compounded Change (5,6):28.72%14.90%13.82%FY00‐FY03 Compounded Change:29.59%18.23%11.37%MCGYearGWAFY16‐FY19 Compounded Change (2):2018 (FY19)2017 (FY18)2016 (FY17)2015 (FY16)2.00%2.00%1.00%2.00%MCG ServiceIncrement (3)3.50%3.50%3.50%3.50%FY12‐FY15 Compounded Change (2):2014 (FY15)2013 (FY14)2012 (FY13)2011 ‐FY11 Compounded Change:2010 (FY11)2009 (FY10)2008 (FY09)2007 (FY08)0.00%0.00%4.50%4.00%0.00%3.50%3.50%3.50%(1) Excludes police and fire bargaining unit employees.(2) FY15 GWA was effective on September 7, 2014; FY17 GWA was effective on July 10, 2016 (0.5%) and January 8, 2017 (0.5%);FY18 GWA was effective August 6, 2017; and FY19 GWA effective December 9, 2018.(3) Most employees not at the maximum of their assigned grade are eligible for a service increment.Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.(4) World at Work 2018‐2019 Salary Budget Survey (top‐level results). Salary budget increases (zeros included)for all categories of private sector employees in the U.S.(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.3‐3
PAY INCREASES ‐ MONTGOMERY COUNTY GOVERNMENT EMPLOYEES AT MAXIMUM SALARY (1)vs.PRIVATE SECTORTotal MCGPay IncreasePrivate SectorChange (4)DifferenceMCG vs.Private ��‐‐‐‐‐FY04‐FY07 Compounded Change (5,6):12.17%14.90%‐2.73%FY00‐FY03 Compounded Change:12.93%18.23%‐5.29%YearMCGGWAMCG ServiceIncrement (3)FY16‐FY19 Compounded Change (2):2018 (FY19)2017 (FY18)2016 (FY17)2015 ‐FY15 Compounded Change (2):2014 (FY15)2013 (FY14)2012 (FY13)2011 ‐FY11 Compounded Change:2010 (FY11)2009 (FY10)2008 (FY09)2007 (FY08)0.00%0.00%4.50%4.00%0.00%0.00%0.00%0.00%(1) Excludes police and fire bargaining unit employees.(2) FY15 GWA was effective on September 7, 2014; FY17 GWA was effective on July 10, 2016 (0.5%) and January 8, 2017 (0.5%);FY18 GWA was effective August 6, 2017; and FY19 GWA effective December 9, 2018.(3) Most employees not at the maximum of their assigned grade are eligible for a service increment.Approximately 67% (6,153 of 3,090) of permanent employees were not at maximum of grade as of 12/31/18.(4) World at Work 2018‐2019 Salary Budget Survey (top‐level results). Salary budget increases (zeros included)for all categories of private sector employees in the U.S.(5) GWAs of 3% effective 7/9/06 (FY07) and 1% effective 1/7/07 (FY07).(6) Includes the FY04 average of non‐represented (2.0% effective 7/13/03) and MCGEO (3.75% effective 11/30/03) adjustments.3‐4
(1)ELIGIBILITY OF PERMANENT EMPLOYEES FOR SERVICE INCREMENT(If at Maximum Salary, NOT Eligible; If Not at Maximum Salary, Eligible)AtMaximumNot 0%Fire Bargaining Unit (IAFF)NumberPercent39534.7%74265.3%1,137100%MCGEO, UFCW Local aining ice Bargaining Unit (FOP)Eligible at Permanent Status(Local 1994 and ‐‐‐‐‐‐‐Total ��‐ �‐‐‐ ‐‐‐‐‐‐‐‐ �‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ ‐‐ �‐‐‐ �‐‐‐ ‐‐‐‐‐‐‐‐ �‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐ tal ,671100%ALL %(1) As of December 31, 2018.(2) Includes employees in the Management Leadership Service who are not eligible to receive service increments, butmay receive performance‐based pay.3‐5
COMPARISON OF SALARIES FOR MIDDLE MANAGEMENT AND PROFESSIONAL POSITIONSFEDERAL GOVERNMENT VS. MONTGOMERY COUNTY GOVERNMENTFEDERAL GOVERNMENT(1)Effective January 2019(2)MONTGOMERY COUNTY GOVERNMENTJanuary 2019FederalGradeMinimumMaximumMCGGrade# PermanentFT Emp.MinimumMaximumGS‐11 68,036GS‐12% Diff.At Min% DiffAt Max 88,45021440 53,738 88,849‐26.6%0.4% 81,548 106,012232425420487353 58,958 61,765 64,708 97,655 102,377 S‐13 96,970 126,06224252627M348735315926257 61,765 64,708 67,811 71,038 77,453 102,377 107,346 112,566 118,047 23.1%‐17.4%‐12.0%‐6.8%11.0%GS‐14 114,590 148,967282931M214842119 74,227 77,575 84,791 90,156 123,799 129,838 142,843 14.7%‐4.3%9.0%GS‐15 134,789 164,200M2M111927 90,156 103,099 163,663 183,113‐49.5%‐30.7%‐0.3%10.3%(1) Locality Pay for Washington‐Baltimore‐Northern Virginia, DC‐MD‐VA‐WV‐PA.Source: html/DCB.aspx(2) Federal government employees expect to receive a general schedule increase of 1.9% in 2019 but it requires the president's executiveorder reversing the pay freeze order issued in December 2018; above Federal table does not include the expected increase;the locality rate unchanged from 2018 level, 28.22%, for 2019.3‐6
SALARY COMPARSIONSWASHINGTON‐BALTIMORE METROPOLITAN REGION vs MONTGOMERY COUNTY GOVERNMENTBASED ON HUMAN RESOURCES ASSOCIATION 2018 COMPENSATION SURVEY REPORTAND MCG FY18 SALARY SCHEDULESHuman ResourcesAssociation (HRA)Job Title‐‐‐‐‐‐‐‐‐‐‐Computer Operator IComputer Operator IIApplications Analyst/Developer IIApplications Analyst/Developer IIISystems Programmer IIIIT/Helpdesk Support Analyst IAccounting Clerk IAccounting Clerk IIAccounting Clerk IIIPayroll Clerk IAccountant IAccountant IIIBudget Analyst IIBudget Analyst IIIBuyer IIEmployee Relations (EEO) Representative IIRecruiting (Employment) ManagerLibrarian/Information Center Specialist IIJanitor/Custodian ICall Center Representative ICall Center SupervisorSecurity Guard I (Unarmed)Security Guard SupervisorAdministrative Assistant IAdministrative Assistant IIAdministrative Assistant IIIExecutive Assistant IIIExecutive Assistant to CEO IIIOffice ManagerPublic Relations Specialist IIIGraphics Designer IILegal Secretary IILegal Assistant/Paralegal IIIn House Attorney IIIn House Attorney IIISocial Worker (MSW‐LCSW) ‐ IIStaff Nurse (RN) IINurse Practitioner IIIMarketing Analyst IIVehicle Mechanic IIPlumber IIMontgomery CountyGovernment (MCG)Job Title‐‐‐‐‐‐‐‐‐‐‐IT Technician IIT Technician IIIT Specialist IIISenior IT SpecialistSenior IT SpecialistIT Specialist IPrincipal Administrative AideOffice Services CoordinatorFiscal AssistantOffice Services CoordinatorAccountant/Auditor IAccountant/Auditor IIIMgmt. & Budget Spec. IIMgt and Budget Specialist IIIProcurement Specialist IIHuman Resources Specialist IIIManager IIILibrarian IBuilding Services Worker IICustomer Service Rep IProgram Manager ISecurity Officer ISecurity Officer IV (Lt.)Administrative AidePrincipal Administrative AideOffice Services CoordinatorSenior Executive Admin. AideExecutive Admin. Aide to CAOAdministrative Specialist IIPublic Information Officer IIGraphic ArtistLegal Secretary IIParalegal SpecialistAssistant County Attorney IIAssistant County Attorney IIISocial Worker IIICommunity Health Nurse IINurse PractitionerTransit Marketing SpecialistMechanic Technician IIPlumber IMCGRangeMinimum‐‐‐‐‐‐‐‐‐‐‐ 38,629 41,963 66,481 72,772 72,772 50,299 37,088 41,963 41,963 41,963 45,877 57,802 55,176 69,645 57,802 63,439 75,934 52,684 30,432 37,088 57,802 40,242 57,802 35,621 37,088 41,963 45,877 50,299 52,684 63,439 48,039 41,963 57,802 69,645 86,926 60,554 60,554 66,481 52,684 45,877 43,866% ChangeReq. to% Dif.HRAReachBet. MCGAvg Range HRA Avg.& HRAMinimum Minimum ‐‐‐ 34,000‐12.0%13.6% 45,6358.8%‐8.0% 61,880‐6.9%7.4% 74,7252.7%‐2.6% 75,4653.7%‐3.6% 53,6256.6%‐6.2% 33,495‐9.7%10.7% 36,410‐13.2%15.3% 41,035‐2.2%2.3% 39,265‐6.4%6.9% 43,905‐4.3%4.5% 62,2007.6%‐7.1% 54,595‐1.1%1.1% 64,400‐7.5%8.1% 50,780‐12.1%13.8% 57,240‐9.8%10.8% 89,18517.5%‐14.9% 53,0400.7%‐0.7% 27,210‐10.6%11.8% 35,990‐3.0%3.1% 53,960‐6.6%7.1% 30,210‐24.9%33.2% 60,6204.9%‐4.6% 33,895‐4.8%5.1% 37,6551.5%‐1.5% 40,165‐4.3%4.5% 51,98513.3%‐11.7% 63,38526.0%‐20.6% 59,96013.8%‐12.1% 75,37518.8%‐15.8% 51,7807.8%‐7.2% 44,7906.7%‐6.3% 57,530‐0.5%0.5% 109,10556.7%‐36.2% 139,14060.1%‐37.5% 54,600‐9.8%10.9% 60,5900.1%‐0.1% 79,55019.7%‐16.4% 54,2653.0%‐2.9% 42,800‐6.7%7.2% 41,760‐4.8%5.0%Avg % Change FY18:Avg % Difference IMCGRangeMaximum‐‐‐‐‐‐‐‐‐‐ 62,768 68,893 110,359 121,372 121,372 83,100 59,915 68,893 68,893 68,893 75,653 95,740 91,314 115,732 95,740 105,241 138,790 87,107 47,635 59,915 95,740 65,751 95,740 57,203 59,915 68,893 75,653 83,100 87,107 105,241 79,285 68,893 95,740 115,732 144,328 100,370 100,370 110,359 87,107 75,653 72,189% ChangeReq. to% Dif.HRAReachBet. MCGAvg. Range HRA Avg.& HRAMaximum Maximum ��‐‐‐‐‐‐‐‐ ‐‐‐‐‐‐‐‐‐‐‐‐ 59,640‐5.0%5.2% 79,01514.7%‐12.8% 111,4901.0%‐1.0% 132,6709.3%‐8.5% 121,8350.4%‐0.4% 84,7101.9%‐1.9% 57,570‐3.9%4.1% 72,9905.9%‐5.6% 69,0550.2%‐0.2% 66,545‐3.4%3.5% 72,470‐4.2%4.4% 106,28011.0%‐9.9% 93,2052.1%‐2.0% 111,375‐3.8%3.9% 87,695‐8.4%9.2% 105,5350.3%‐0.3% 152,5209.9%‐9.0% 86,220‐1.0%1.0% 49,0302.9%‐2.8% 60,4000.8%‐0.8% 109,00013.9%‐12.2% 49,490‐24.7%32.9% 89,660‐6.4%6.8% 56,050‐2.0%2.1% 63,6506.2%‐5.9% 68,100‐1.2%1.2% 89,24018.0%‐15.2% 105,89027.4%‐21.5% 96,45010.7%‐9.7% 123,76017.6%‐15.0% 90,92014.7%‐12.8% 75,3109.3%‐8.5% 90,945‐5.0%5.3% 171,82548.5%‐32.6% 225,87056.5%‐36.1% 103,1002.7%‐2.6% 108,1107.7%‐7.2% 139,39026.3%‐20.8% 91,9955.6%‐5.3% 71,840‐5.0%5.3% 77,2407.0%‐6.5%6.31%‐0.81%NOTES: 2018 Human Resources Associa on of the Na onal Capital Area (HRA‐NCA) Compensa on Survey Report includes data on 541 job tles from 201 par cipa ng private and public‐sectoremployers in the Washington‐Baltimore Consolidated Metropolitan Statistical Area. The survey provides useful data on current salaries in the area but is not a reliable measureof salary changes over time, as survey participants, jobs, and job matches change from year to year. Percentage change required for MCG salary to reach HRA average salary was calculated by dividing dollar difference by MCG salary. Percentage difference between MCG salary and HRA average salary was calculated by dividing dollar difference by HRA salary.3‐7‐4.45%
FY19 MINIMUM SALARY COMPARISONSSELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES(IN THOUSANDS)Montgomery County TitleAccountant/Auditor IIIBuilding Services Worker IICarpenter ICommunity Health Nurse IICorrectional Supervisor ‐ SergeantCorrectional Officer I (Pvt)Correctional Officer III (Corporal)Electrician IEngineer IIIEngineer Technician IIEquipment Operator IEquipment Operator IIIFire/Rescue LieutenantFirefighter/Rescuer IFirefighter/Rescuer IIIHighway Inspector IHuman Resources Specialist IHVAC Mechanic ISenior Information Technology SpecialistInformation Technology Specialist IIIInformation Technology Technician IIILibrarian IManagement and Budget Specialist IIIMechanic Technician IIOffice ClerkPermitting & Code Enforcement Inspector IIIPlanning Specialist IIIPolice Officer IPolice SergeantPublic Safety Communications Specialist IIIPrincipal Administrative AideProcurement Specialist IIIPublic Service Worker IIRecreation SpecialistSocial Worker IITherapist 48.132.355.248.1WSSCMedianMCG% Chg Reqfor MCG .257.945.629.763.752.643.557.9NOTES: Source: FY2019 Local Government Personnel Associa on Salary Survey (LGPA). Survey includes data from 24 jurisdic ons in the na onal capital area. Montgomery County salaries based on FY19 salary schedules. Median salary does not include Montgomery County (MCG). Percent change required for MCG salary to reach LGPA median salary was calculated by dividing dollar difference by MCG salary. Instances where the MCG salary is higher than the median arecharacterized as a negative. Percent difference between MCG salary and LGPA median salary was calculated by dividing dollar difference by LGPA median salary. MNCPPC Maryland‐Na onal Capital Park and Planning Commission; MCG Montgomery County Government; PG Prince George's; WSSC Washington Suburban Sanitary Commission.3‐8% DifBetweenMCG 3%18.2%10.6%5.9%6.1%10.6%
FY19 MAXIMUM SALARY COMPARISONSSELECTED LOCAL JURISDICTIONS ‐ SELECTED CLASSES(IN THOUSANDS)Montgomery County TitleAccountant/Auditor IIIBuilding Services Worker IICarpenter ICommunity Health Nurse IICorrectional Supervisor ‐ SergeantCorrectional Officer I (Pvt)Correctional Officer III (Corporal)Electrician IEngineer IIIEngineer Technician IIEquipment Operator IEquipment Operator IIIFire/Rescue LieutenantFirefighter/Rescuer IF
MONTGOMERY COUNTY, MARYLAND Personnel Management Review Merit System Employment Profile . Office of Human Resources Classification and Compensation Team 101 Monroe Street, 12th Floor . Howard 275 3.0% 37 1.2% 312 2.6% Prince William 15 0.2% ‐ 0.0% 15 0.1% Washington 262 2.8% 7 0.2% 269 2.2% Other 42 0.5% 4 0.1% 46 0.4% .
