MARKET ANALYSIS.PDF

Maricopa County
Human Resources Department
| COMPENSATION ANALYSIS REPORT
Medical Examiners Market Analysis — Medical Examiner’s Office
Prepared by Andrea Constanzer, Employee Compensation Analyst
Employee Compensation Division
ISSUE
In 2006, Medical Examiners were given increases based on a market study. The Medical
Examiner’s Office continues to have a difficult time recruiting and retaining Medical Examiners
resulting in delayed reports that impact citizens and court proceedings. Employee Compensation
has conducted a market study and salary recommendations for Medical Examiners are provided
in this report.
In fiscal year 2012, the Office of Medical Examiner’s (OME) budget was increased to allow for two
additional positions due to their excessive workload, bringing the budgeted amount to 12 positions
(1 Chief Medical Examiner, 1 Deputy Chief Medical Examiner, and 10 Medical Examiners).
However, because of the high caseload, low salary range for new hires, and issues retaining
employees at their current salaries, the department has not been able to fill more than 10
positions at any given time.
The OME has also indicated the following issues:
Increased Caseload due to Excessive Vacancies
There are currently two vacant Medical Examiner positions and a third vacancy will begin at the
end of September, 2013 due to a resignation. As a result of these vacancies, the projected
caseload for each Medical Examiner is an average of 404 cases per year based on National
Association of Medical Examiner (NAME) adjusted caseload. NAME provides autopsy
performance standards for the industry and a department accreditation process to assure
minimum quality work is being provided to the jurisdiction. Pima County Medical Examiner is the
only NAME accredited office in the state.
The NAME standard of acceptable caseload is less than 250 cases per pathologist per year. As
the caseload per pathologist increases above the recommended level of 250 cases, the potential
for error increases, the length of time required to complete case reports increases, public
complaints increase, and confidence in the office by the public decreases. The ability for the
department to meaningfully support the criminal justice and public health systems is hampered,
affecting their abilities to meet their mandates. Prolonged investigations add stress to grieving
families who need reports and amended death certificates to finalize financial and estate affairs.
Retention
Fatigue and stress of the high caseload leaves the department susceptible to recruitment of the
Medical Examiners by jurisdictions offering accredited offices, appropriate caseloads and higher
salary ranges. The department found this to be the case in several recent resignations where
caseload was cited as a major factor in decisions to resign.

COMPENSATION ANALYSIS REPORT
September 23, 2013
Page 2 of 4
Recruitment
The National Association of Medical Examiners (NAME) estimates that there are approximately
500 Board Certified Forensic Pathologists practicing full time in the United States. Competing for
qualified physicians or board-eligible applicants to fill the vacancies is difficult given the current
salary ranges, excessive workload required, and lack of NAME certification.
TURNOVER DATA
The charts below demonstrate the turnover trends for Medical Examiners and for the County as a
whole from FY 2009 through the turnover for FY 2013. In FY 2013 the voluntary turnover among
Medical Examiners was at 22%.
_Medical Examiner Turnover
30% yo -— = e+ —_-
25% ——
2% 29,
/
& 20% 22% |
a
x
S
2 15%
°
E
F 10% -
0% % - = as ery) F . * £56
2008 2009 2010 2011 2012 2013
Fiscal Year
—==—Voluntary —ii-Involuntary = Combined Vol & Invol. ==st= Retirements <%<=-Total
Countywide Turnover
16.00% 5
13. 59%
14.00% -+- -—
— ass
g 12.00% ths —
rt yen
——
2 8.00% - = te a
3 E 6.00% +--- - -- --— FT cet ee = ee
5 1
F 4.00% --—4Z1%. __.._ 2.58% —_____>. 5994 __._—>-gng —~ -— —y- gyyg” - -—-2:85%- —
2.00% -- So a csnammmemeners Ooi Mend at
1.82% 2.35% 22% Pw ——
Sy 2.44%
0.00% ----— — — he, fie
2008 2009 2010 2011 2012 2013
Fiscal Year
=—¢=—Voluntary -@=Involuntary == Combined Vol & Invol. Retirements =9<=Total

COMPENSATION ANALYSIS REPORT
September 23, 2013
Page 3 of 4
Countywide voluntary turnover for FY 2013 increased to 9.03% compared to 7.31% the previous
fiscal year. Countywide total turnover increased to 13.33% compared to 11.44% in FY 2012.
Although an increasing turnover trend can be observed across the County, it is clear that the
turnover among Medical Examiners is higher than the countywide numbers.
RECRUITMENT EFFORTS
The OME has expressed difficulty in attracting qualified applicants. The information below
indicates the length of recruitment for Medical Examiner positions.
Aan emrent 4a mnetan tn aralion! Ante eo a8 suman
Number of Requisitions A
{ Number of Applications Received __ A.
Number of Applications Referred 10.
Number of New Hires eel
na
The original requisition was opened before FY 12/13.
5/10/12 — Requisition Created
5/15/12 — Posting Open
5/23/12 — Posting Changed to Open Continuous
SALARY RANGE
Maricopa County typically uses government agencies located in the Phoenix-Metropolitan area
when conducting market studies. However, due to the nature of this position, no comparable
jurisdictions were found. It was necessary to look at organizations outside of the Phoenix-
Metropolitan area.
A market study was conducted in September 2013. Salary data obtained from outside of the
Phoenix metropolitan area was adjusted for cost of labor differences. All comparators used in the
development of the new ranges were selected based upon the likeness of primary responsibilities,
scope of authority, and minimum qualifications. Based on this data, the following ranges were
identified:
Market Range Title Current Min | Current Max Minimum Maximum
$152,104 $185,390 $169,019 $210,189
Medical Examiner | | |
$73.17/hour $89.13/hour $81.26/hour $101.50/hour
$158,933 $201,802 $170,932 $233,234
Deputy Chief ME
$76.41/hour | $97.02/hour | $82.18/hour | $112.13/hour
$165,672 $218,213 | $172,845 $256,279
Chief Medical Examiner
$79.65/hour | $104.91/hour | $83.10/hour | $123.21//hour

COMPENSATION ANALYSIS REPORT
September 23, 2013
Page 4 of 4
COMPENSATION RECOMMENDATIONS-IMPLEMENTATION
As indicated, the Medical Examiners have been identified as a top priority for market adjustments.
Following an evaluation of the market and an analysis of the funding available for market studies,
Employee Compensation recommends an implementation plan that will:
1. Increase the range for Medical Examiners as outlined above in the market comparison
chart. This will bring the range to a level more consistent with the salary ranges used by
competitors.
2. Increase the base pay for current incumbents to deal with retention issues.
3. Create a premium pay to address the high caseloads. This will help retain current
employees while vacancies are filled and will set the department on track to obtain their
NAME certification.
Pending Board approval of the new salary ranges, these increases will be effective September
30, 2013.
FINANCIAL IMPACT
The County will fund the OME based on the applicable movement of competitors from 2008 to
2013 (12.4% of salary and variable benefits of applicable positions; average healthcare increase
(17.55%) less the 5% County retention pay given on July 8, 2013). Human Resources will work
with the OME to:
Bring employees within the new market minimum.
Vary increases based on employees’ qualifications and performance while factoring in the
market movement over the last six years.
Correct equity issues (employees earning more than others with more qualifications).
Mitigate compression issues.
The salary increases mentioned above will cost approximately $230,000 annually from fund 100.