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Commission expands IT committee, approves alternative work schedule and merit-pay policy with SOP for pay ranges
Summary
The commission approved converting the IT committee into a broader IT steering committee with department representation, adopted an alternative work-schedule policy, and approved a performance-based merit-pay policy and a standard operating procedure for salary-range market analysis to guide future compensation adjustments.
The commission approved several administrative and human-resources policies intended to standardize technology decision-making, alternate scheduling and pay-for-performance.
IT governance: IT coordinator Jeremiah proposed the IT committee be reconstituted as a steering committee with representation from every county department (or a department-appointed representative). Commissioners approved the expansion; the shift is intended to centralize decisions about software purchasing, licensing and security standards and to reduce the risk of underrepresented departments being affected by siloed IT decisions. Commissioners discussed meeting frequency and suggested a quarterly steering meeting while leaving the technical IT committee to meet monthly.
Alternative work schedules: The commission adopted a written alternative work-schedule policy to document compressed work weeks, seasonal schedules and other arrangements. The policy requires a written agreement listing the schedule, primary work location, eligibility and a review cadence. Commissioners directed department heads to have employees track seasonal overtime so the county can evaluate any long-term schedule or comp-time arrangements.
Performance management and merit pay: The commission approved a performance-management policy tying merit pay to performance evaluations and a standard operating procedure (SOP) for salary-range market analysis. The SOP specifies data sources (NDACO salary surveys, North Dakota job service labor market data, and Bureau of Labor Statistics) and a repeatable method to derive minimum, median and maximum pay ranges by classification. The merit matrix uses overall evaluation scores and an employee’s position within the pay range to determine the percentage adjustment; commissioners discussed how market adjustments and merit increases would interact and that some positions (elected officials, certain attorneys) may be excluded from merit eligibility.
Commissioners said the changes aim to make compensation decisions more transparent and data-driven. The commission approved implementing evaluations beginning in May to inform budget-year decisions and directed staff to return with final compensation recommendations at budget time.
