So, when a reporter reports:
For instance, at Guilford Metro 911, Director Wesley Reid’s entry-level employees make about $29,800 a year. After the switch, they will earn about $30,400.
Reid estimated that his department pays starting employees $2,000 to $3,000 less than Winston-Salem or High Point.I'm left thinking, "Well, is that estimate accurate?" This is the kind of empirical, measurable thing that a good reporter should not allow someone to assert without checking out.
The City of Winston-Salem starts 911 operators at $28,890. High Point currently has a hiring freeze. These positions start at $33,919 in Raleigh.
Furthermore, the City of Greensboro advertises the starting salary range for this position as $29,025 - $32,663.
A wise editor once said, "If your mother tells you she loves you, check it out." This is why.
I hate to obfuscate things further, but it seems to me that this is actually a much more complicated equation than looking at a few website postings and deciding what people are actually being paid.
ReplyDeleteFrom the Winston-Salem site:
"The General Pay Plan consolidates all pay ranges for budgeted positions within the city (excluding fire, police, part-time and seasonal employees) into nine broad bands, each of which has a minimum and maximum pay level. Every position is assigned a Market Reference Point (MRP) which is determined by reviewing the average salary levels paid for similar jobs in the private sector and at other city, county and state governments. Special efforts are made during this process to include those companies and organizations that may be competing with the city for the same employees.
Accompanying each Market Reference Point is a Competitive Market Range that extends from 90% to 110% of the reference point (10% below to 10% above). Generally, a new employee is hired at 90% of the Market Reference Point, provided the new employee meets all of the requirements established for the position. Movement beyond the 90% level is possible and based on the individual performance of the employee. Employee salaries may not exceed the maximum of the band to which their position is assigned.
The Police/Fire Pay Plan sets a base pay range for each position with established minimum and maximum pay levels. For sworn/certified positions, education incentives increase the base pay ranges for those possessing an Associate or Bachelor's degree - five percent (5%) for an Associate's degree and ten percent (10%) for a Bachelor's degree.
The Flat Rate Pay Plan is utilized to determine pay levels for all part-time and seasonal positions. Each position is assigned an hourly rate which is based on job requirements and skill levels needed."
That says to me that there are at least three and possibly four variables that determine what someone is actually paid that uses the posted salary (and they really should post the range - the county usually does) that go into figuring out what candidates are actually paid.
Reid could be wrong, he could be fudging numbers intentionally or, as someone who hires people and occasionally loses people to other cities he could have a good idea of what sort of candidates they're actually seeing, where on the pay range they usually fall and how much more or less candidates are getting for jobs in other cities.
Everyone -- even and maybe especially reporters -- can make mistakes. But there are also instances whereby you can look at a lot of data like this and still not have enough information to say on your own authority what someone is making. At that point you ask a knowledgeable source and cite them. If they end up being wrong or giving you incorrect information, you can write another story.
"Our best today, better tomorrow," as Ben Bradlee used to say.