Pay scale has caused Cobb to lose valued workers
December 28, 2013 09:52 PM | 1629 views | 1 1 comments | 16 16 recommendations | email to a friend | print

I am writing you as a member of the compensation committee, which was formed in January 2012 by a recommendation from the citizens’ oversight committee. The charge of the compensation committee is to make sure that Cobb County government has the best compensation plan and strategy for recruiting and retaining the best and most qualified employees.

Our mission is to make appropriate recommendations to the Board of Commissioners. We don’t want our county to be the training system for our neighboring counties by not having a competitive compensation plan.

We have lost many highly qualified and skilled employees because we don’t have a competitive salary for retaining these professionals. And once those employees are gone, they are unlikely to return to Cobb County.

Fair pay for fair work is the best way to retain quality employees. By having highly skilled and trained employees, our citizens can continue to live in one of the best and most efficient counties in our state and country.

The work of county professionals is what brings projects like the new Braves Stadium, a deal that will bring hundreds of millions of dollars of associated development and jobs to Cobb County.

Fair compensation is an issue our committee spent a year reviewing. In addition, we recommended in November that employee classifications need to be examined to ensure that they are appropriate for their job duties and functions.

Don Johnson


Compensation Committee

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December 29, 2013
Compensation committee...Not sure what that means. Every time I get involved with one, it becomes a one-upmanship exercise in who can make sure they're getting the best deal or most money for their underlings and minions.

When it comes to compensation, I subscribe to to the Earl Nightingale philosophy: Income is in exact proportion to:

1. The demand for what we do.

2. Our ability to do it.

3. The difficulty in replacing us.

To go beyond that and start adding in the competitive nature of a job market is the first step on the stairway to inflated and over blown benefits and wages.

For example, physicians are hard to replace and thus command higher pay than a maintenance worker. That is not to say that a person's value as a human being is greater than another's, only that they are in demand, do the job well and cannot easily be replaced. We're strictly talking compensation here.

Granted, executive pay can and often does become bloated and obscene, but that's a matter for the respective board of directors.

In dealing with compensation for municipal employees, we should stick to the Nightingale philosophy.

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