Compensation Plan
Stafford County Board of Supervisors’ Total Compensation Philosophy
Introduction
In October 2002, the Board of Supervisors defined its vision
for Stafford County, which is a community with an abundant and meaningful past,
building a thoughtful, sustainable future. To fulfill that vision, staff set out
on a mission to become a high performance organization and, and subsequently,
the best local government in Virginia. In addition, the whole workforce defined
the organizational values of Balance, Empowerment, Service and Teamwork based on what was best about their
work experience with Stafford County. Employees work by these values each day and
they have become part of the foundation upon which we are building a high
performance organization. The Board is determined to provide superior customer
service to citizens by attracting high-quality employees and retaining them with
a well-rounded and competitive compensation package. By increasing retention and
decreasing turnover, the Board will benefit from the expertise and tradition of
long-serving employees and, consequently, will be able to use this experience to
sustain a high quality of life for all citizens. Philosophy
Our goal with the Total Compensation Philosophy is to develop
a balanced and meaningful strategy that is competitive with comparative peers,
supports our vision, mission and values, is affordable, and understood by
employees. Using our values of Balance, Empowerment, Service and Teamwork, we
are committed to:
- Creating an employee
friendly work environment that provides balance among life’s activities and
challenges and encourages professional and personal growth and development. In
addition, we seek to maintain a comprehensive, balanced total compensation and
benefit program that is comparable with the six comparative public jurisdictions
and private industry practices.
- Empowering employees to take the
initiative to provide creative solutions, embrace performance management, and
recognize and reward co-workers’ accomplishments and their commitment to our
vision.
- Providing personal and
individual service to each employee
so that they feel respected, cared for and trusted.
- Soliciting employee input
that enhances teamwork and
encouraging all employees to reach across our organization to collaborate for
success.
Strategy
- Use
surveys to determine why employees choose to work for Stafford County and what
is most important to them regarding their work experience. Establish benchmarks and re-examine
every 24 months.
- Establish a learning
program that provides employees the opportunity for professional growth and
career advancement. Identify a Training Manager who is responsible for the
learning program and the developmental needs and goals of employees.
- Create and maintain a
total compensation program that is competitive with established peers, supports
high performance, is understood and valued by employees and is affordable. Our total compensation program will meet
the following criteria:
·
Target the 75th percentile of comparative peers
·
Compensate expected performance and reward exceptional
performance
·
Is updated and communicated on an annual basis
·
Provides employees adequate/meaningful choice of program costs and
benefit levels
·
Provide a wide range of benefits that are valued by our
employees
- Develop, implement and
maintain a performance management program that is aligned with the vision,
mission and values of Stafford County.
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