The Avitus Group made recommendations to the Morton County Commission, based on a pay and benefits study done as the county's human resources manager.

Earlier this year, the commissioners decided to outsource employee human resources, rather than replace the former in-house director of that department. One of Avitus' first orders of business was to conduct the study. Avitus hired Dave Stephen as the human resources specialist for its local office, and he conducted the study and provided the recommendations at Tuesday's commission meeting.

Stephen provided nine recommendations, some that are in the works and others the commission will have to decide on.

The first recommendation is the creation of a benefit program with a three-tiered health insurance program, with cost sharing by employees, and at least a $10,000 life insurance benefit.

Currently, the county pays $100 toward the state's health insurance plan, PERS. This was instituted this year as several years ago the commission allowed employees to take the co-payment of health insurance as part of their salary - eventually all the employees took it as salary and were responsible for their own health insurance. PERS is a two-tier system with single and family plans.

Avitus wants to reinstitute a benefit package, according to Stephen, which includes a county health insurance plan offering single, single-plus-dependent and family plans.

Stephen pointed out that most of Morton's competitors for employees are paying health insurance on a cost-share basis. He explained the county is paying a competitive salary, but when applicants find out about the benefit package, it proves a problem.

"A $10,000 life insurance policy is the norm statewide," Stephen said. "Morton County employees have a joke that the county's $1,300 coverage will about pay for the flowers of a funeral."

Avitus also is pushing the county to offer a benefit cafeteria plan, according to Stephen. Avitus suggests that the county provide employees $300, which can be used any way they want for a variety of benefits including health, life, dental, eye care, long term care and more.

"The employer provides a dollar amount per month which the employees use to purchase benefits," Stephen said. "This treats all employees equal. They all get the same benefit, though they might use it in a different manner. But it's equitable to all."

A revision of the existing pay and classification system is needed, according to Stephen. The current system has 23 grades with a minimum and maximum salary in each grade with 22 percent spread in the salary within each grade. Avitus recommends reducing the number of grades and widening the spread within each grade to 30 percent.

"You have a position identified as public service technician. One title which is used for a whole raft of jobs. This is not equitable. You should dismantle this and identify jobs by what they do and match the pay accordingly," Stephen said.

Other recommendations included:

3 Rewrite job descriptions so they have a common format.

3 Recalendar the payroll system. Currently, hourly employees are paid in advance for three days each month. Stephen maintained that hours should always lag pay.

3 Rewrite the current employee handbook and create a safety manual. The existing handbook is 60 pages in length and probably hasn't been read thoroughly by any employees. Avitus will shorten the text and write a separate safety manual.

3 Have all hourly employees use time clocks. All time is reported on time sheets and payroll is an enormous process with a mountain of paper to go through, according to Stephen. Avitus wants to computerize the system allowing employees to clock in and out using remote communications in some instances.

"We see an awful lot of time involved in computing time cards that could be cut," Stephen said.

3 Revitalize the yearly performance review.

"From what I understand, Social Services is the only department that is firm and fast about doing yearly reviews because of the merit pay system. Things have fallen off in other county departments in doing yearly reviews and it needs to be reinstated," Stephen said.

3 Establish employee involvement programs such as a cost-saving reward program. Also the creation of an employee newsletter.

The commission accepted the report, but Chairman Mark Bitz said they would have to give the first three recommendations some thought. Stephen also will be doing additional research on implementing a computerized time clock for employees.

(Reach reporter Gordon Weixel at 250-8255 or gordon.weixel@;bismarcktribune.com.)