HomeMy WebLinkAboutComm. No. 25-01 MGT Classification and Compensation Study, Draft Report, March 3, 2025 (County of Maui)Submitted by:
RACHEL SKAGGS
PROJECT MANAGER
4320 WEST KENNEDY BLVD, SUITE 200
TAMPA, FLORIDA 33609
RSKAGGS@MGT.US
Draft Report
March 3, 2025
Classification and Compensation Study
COUNTY OF MAUI, HAWAII
COUNTY OF MAUI, HAWAII | February 2025 DRAFT CLASSIFICATION and COMPENSATION REPORT
COUNTY OF MAUI, HAWAII
MARCH 2025 DRAFT CLASSIFICATION AND COMPENSATION REPORT
TABLE OF CONTENTS
EXECUTIVE SUMMARY ................................................................................................ 2
Job Evaluation Analysis and Job Classification System ........................................................................ 2
Market Survey ...................................................................................................................................... 3
Draft and Final Report Preparation ........................................................................................................ 3
Future Administration of the Classification and Compensation Plan ...................................................... 3
JOB EVALUATION ........................................................................................................ 4
THE CLASSIFICATION PLAN ........................................................................................ 5
SALARY AND BENEFIT DATA ....................................................................................... 6
Selection of Comparable Jurisdictions for Data Purposes ..................................................................... 6
Market Survey ...................................................................................................................................... 7
Appraisal and Use of Salary Data .......................................................................................................... 8
COMPENSATION PLAN DEVELOPMENT AND RECOMMENDATIONS .......................... 12
Development of the Compensation Plan ............................................................................................. 12
Compensation Plan Options for the County’s Consideration ................................................................ 12
Recommendation: Open Range Merit Plan .......................................................................................... 13
Proposed Compensation Plan and Structure ....................................................................................... 13
FUTURE ADMINISTRATION OF THE COMPENSATION PLAN ...................................... 15
Appreciation ...................................................................................................................................... 16
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TABLES:
Option 1: Table 1 – Comprehensive Table with 50th Percentile Proposed Ranges Option 1: Table 2 – Proposed Pay Ranges for Option 1
Option 2: Table 1 – Comprehensive Table 50th Percentile
Option 2: Table 1 – Comprehensive Table 65th Percentile
Option 2: Table 1 – Comprehensive Table 75th Percentile
APPENDICIES:
Appendix A: Job Analysis Questionnaire Appendix B: Comparable Community Analysis
Appendix C: Detailed Data Sheets
Appendix D: Detailed Benefit Data
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EXECUTIVE SUMMARY
MGT is pleased to have had the opportunity to work with the County of Maui on this
Classification and Compensation Study for their Directors and Deputy Directors. Human resource management is a significant concern as governmental services continue to increase in cost and complexity, and resources are constrained. Day-to-day operations present challenging
administrative problems in planning, organizing, and directing human resource functions in
order to achieve maximum efficiency and effectiveness in the delivery of municipal services. A
properly developed and administered Classification and Compensation Plan forms the foundation for meeting these challenges. It helps to ensure that the County can not only recruit the best and brightest employees but can also retain those employees, even in a competitive
marketplace. By retaining qualified, experienced employees, the County avoids the costs of re-
recruitments and lost productivity while maximizing the benefits of the investments it has made
in employees and the institutional and agency knowledge acquired by those employees over their tenures.
MGT understands the high expectations established in the County of Maui for service delivery
and competitiveness in recruiting and retaining highly skilled employees. These factors have
been considered in the analysis and reflected in the Study results.
A Classification and Compensation Study encompasses a significant amount of information that can be time-consuming to condense and organize into an abbreviated format. Therefore, MGT has compiled this Executive Summary in order to provide a quick synopsis regarding the
major components, findings and recommendations of this Study. The purpose of a well-
designed Classification and Compensation Study is twofold. First, it establishes internal equity
(ranking) among employees across Departments in the County. Second, it assures external equity/competitiveness by comparing the compensation of County of Maui employees against market data. The following is a brief overview of the process:
Job Evaluation Analysis and Job Classification System
Below is a list of tasks included in this component of the Study (listed in the order that the work
was performed):
● Study preparation and project meetings. Met with County Leaders to discuss Study
methods and expectations, review the current Classification and Compensation Plan and organizational structure, answer questions, and review the scope and schedule of work.
● Material distribution. Prepared a memorandum of explanation, which was distributed to
employees. Held a virtual meeting with employees to discuss the Job Analysis
Questionnaire (JAQ) and to explain the scope and purpose of the Study. Employees were
provided time to complete the questionnaire. The JAQs were returned to MGT within approximately three (3) weeks of distribution.
● Determined comparable communities and collected compensation data. MGT, along with
the County, determined a logical survey sample of “like” organizations that impact the
compensation market of the County of Maui. Then, MGT designed, and the County sent out the survey for the positions and benefits covered in the Study.
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● Job Evaluation Analysis and Establishment of a Classification Plan. Upon return of the
JAQs by the County, MGT performed the following:
▪ Read each JAQ and corresponding Job Description in its entirety.
▪ Conducted virtual interviews with at least one (1) employee in each position covered by the Study to further understand the scope of duties and responsibilities
of the position.
▪ Applied a measurement system of Job Evaluation Factors to all positions, which
formed the basis for internal rankings (equity) of positions.
▪ Upon completion of the Job Evaluation measurements, a new Classification Plan was developed.
Market Survey
The following tasks were included in this component of the Study:
● Tabulated, summarized, and analyzed comparative compensation information
obtained from the comparable communities. Prepared pay tabulations that compared
the salary ranges of the County to the salary ranges of its comparable organizations. Prepared comparison calculations at the 50th, 60th, 65th, 75th and 80th percentiles. Displayed data for each jurisdiction and for each position and summarized the data in
table form. Based on discussions with the County and the gathered data, developed
proposed salary ranges that would establish County of Maui as a payer at the 50th, 65th, or 75th percentile of the collected salary survey data.
● Based on the above data, developed, and recommended new salaries for each
position.
● Compiled and summarized the benefit information.
Draft and Final Report Preparation
● A preliminary analysis of the data and recommended Classification and
Compensation Plan was shared with the County.
● This draft report has been prepared by MGT and sent electronically to the County.
● A presentation of these draft findings will be conducted, as requested.
● Once the presentation is made a final report will be prepared and transmitted
electronically.
Future Administration of the Classification and Compensation Plan
● Within the body of this report, MGT has outlined how the County can maintain the
Classification and Compensation Plan. MGT will supply the County with a User’s Manual and all associated documents to maintain the Classification and Compensation Plan and the steps to ensure the County remains competitive with the
market in the years to come.
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JOB EVALUATION
MGT’s approach to Job Evaluation involves a quantitative point and factor comparison method,
which cross-compares all positions in the organization against numerous factors such as educational requirements, experience, work conditions, etc. Therefore, all jobs in each organizational unit (e.g., Police, Administration, Finance, etc.) may be compared against each
other based upon the same factors.
In conducting the Job Evaluation, it must be emphasized that the position, and not the
incumbent’s qualifications, performance, or years of service in the position, is evaluated. An incumbent employee may feel they should be placed in a higher level (i.e., receive more points) because the individual performs well, has a long tenure with the organization, and/or has
additional education or skills not required to perform that job, or may feel they have a more
significant workload than a similar employee in another Department; however, these are
employee specific characteristics and not determinants for a position evaluation.
Before reviewing the results of the evaluation of the positions, it is important to note that the purpose of a Job Evaluation is to identify whether a job is more or less advanced than, or equal
to, other jobs in the organization based on nine (9) objective factors. While these factor
definitions are guidelines, they are constructed to allow limited flexibility of interpretation while
at the same time providing a strict framework and structure for comparison. The nine (9) factors used for the evaluation of the County of Maui’s positions are as follows:
1. Preparation and Training
2. Experience Required
3. Decision-Making and Independent Judgment
4. Responsibility for Policy Development
5. Planning of Work
6. Contact with Others
7. Work of Others (Supervision Exercised)
8. Working Conditions
9. Use of Technology/Specialized Equipment
As part of the Job Evaluation process, the duties, responsibilities, and qualification requirements for each position were reviewed via a thorough reading of the incumbent’s current
job description and a Job Analysis Questionnaire (JAQ) completed by each employee (Appendix
A). In addition, MGT conducted interviews with at least one (1) employee in each of the
positions covered by the Study. Points were then assigned to each factor by selecting the description that best fits the appropriate level for the position. In other words, a position that supervises one hundred (100) full-time staff members would receive more points under the
“Work of Others” factor than positions that do not supervise. Points for each factor were then
totaled for each position. Using this method, the positions were found to fall into
distinguishable Skill Levels. Table 1 contains the Classification Plan, including the Position Title, Skill Level, and proposed Grade for the evaluated positions.
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THE CLASSIFICATION PLAN
A Classification Plan provides for a systematic arrangement of positions into classifications. A
position, often referred to as a job (e.g., Finance Director), contains a specific set of duties and responsibilities, and that is the objective of the classification process – not the person currently holding that job. A classification is a grouping of positions that have similar levels of knowledge,
skills, and abilities needed to perform the job. The positions are also similar in nature of work,
level of work difficulty and responsibilities. Positions allocated to the same classification are
sufficiently similar with respect to the types of factors enumerated above to permit them to be compensated at the same general level of pay. The positions do not have to be identical; they can be in different departments, dealing with different subject matters and performing different
duties.
It is this arrangement of positions and resulting classification structure that forms the basis for
the Classification Plan. As noted in the previous section, a Job Evaluation and Classification Plan is not intended to assess individual performance. To that end, a position that belongs in a certain classification is not entitled to be placed in a higher classification simply because the
individual performs with a high degree of success and efficiency, nor is it placed in a lower
classification simply because the incumbent performs with low competence or productivity.
Variations in individual performance are not recognized by differences in classifications, instead they are management issues. Similarly, there is a tendency in some workforces to use the Classification Plan to reward longevity, even though the duties and responsibilities of individual
positions may not have changed over time. Longevity is not a classification factor, and the
Classification Plan should not be used in this manner.
As an assessment of duties performed and responsibilities exercised, a Classification Plan is an exceedingly useful managerial tool. It provides the fundamental rationale for the Compensation Plan. Through proper maintenance of the Classification Plan, employees are assured of
management’s continuing concern about the nature of the work that they carry out and its
reward in the form of appropriate pay levels and relationships. The Classification Plan also
provides the basis for recruitment, screening, and selection of employees in direct relationship to job content. Promotional ladders, as well as opportunities for lateral career development, are also evidenced by the logical grouping of allied occupational classifications and hierarchies.
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SALARY AND BENEFIT DATA
The County initiated this Study with the objective of assuring that its Compensation Plan is both
internally equitable and externally competitive. The Job Evaluation System (outlined above) is performed to address the issue of internal equity. To achieve external competitiveness, a market survey of comparable jurisdictions was conducted. The following explains the labor
market review and collection of salary data.
Selection of Comparable Jurisdictions for Data Purposes
Selecting jurisdictions for the comparison group is an important element in a Classification and
Compensation Study. When selecting jurisdictions to serve as comparables, it is important to
use particular criteria to evaluate the other jurisdictions to ensure that those chosen as comparables will be the most similar to County of Maui.
To determine which municipalities should be used for survey purposes, MGT first considered all
Cities with a population between 120,000 and 400,000 in Western Region States (Alaska,
Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah,
Washington and Wyoming); plus consolidated city-county entities nationwide within the population parameters; plus Hawaii, Honolulu and Kaua'i Counties.
Criteria Total Possible Points
1. Population 25
2. Per Capita Income 25
3. Total Expenditures 25
4. Number of Full Time Employees 25
Total: 100
Within each of the four (4) categories, ranges of compatibility were established. For example, the closer an agency was to matching the County of Maui’s estimated population, the closer the
agency would be to receiving the maximum of twenty-five (25) points. An agency whose
population was significantly larger or smaller than the County’s population would receive fewer
or even zero (0) points. Thus, an organization achieving a total of one hundred (100) points would be considered most comparable to the County of Maui. An agency with zero (0) points was therefore determined to be the least comparable to County of Maui.
A cutoff of ninety-four (94) points was established to select the agencies most similar to Maui
County across the four (4) categories. After applying the four (4) criteria, twenty-one (21)
agencies achieved ninety-four (94) or more compatibility points on the comparison scale with Maui County. In addition, Anchorage, AK; Henderson, NV; and Riverside, CA were added due to staffing size similarity, and Honolulu City/County and the State of Hawaii were added due to
relative proximity.
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Additional details of the methodology used to determine the comparable organizations is
included in Appendix B, and the full list of the comparable organizations is as follows:
Anchorage, AK Glendale, CA Oxnard, CA Augusta-Richmond Co, GA Hawaii County, HI Riverside, CA
Boise, ID Hawaii State Roseville, CA
Chandler, AZ Henderson, NV Salt Lake City, UT
Columbus-Muscogee Co, GA Honolulu County, HI San Luis Obispo County, CA Fort Collins, CO Kansas City-Wyandotte Co, KS Scottsdale, AZ Gilbert, AZ Lexington-Fayette Co, KY Spokane, WA
Glendale, AZ North Las Vegas, NV Tempe, AZ
Ontario, CA Vancouver, WA
Market Survey
As a next step in the process, MGT prepared, and the County distributed, a market survey to the
twenty-six (26) comparable organizations. Twenty-one (21) of the agencies responded to the
survey or supplied MGT with a copy of their Compensation Plan. Table 1 is a summary of the
market survey data that was collected. The detailed market survey data, by respondent, for each position is contained in Appendix C.
It is important to make a few observations regarding Table 1 and Appendix C.
1) The salary data is information that was available as of November 2024. The new
recommended salary ranges for the County were developed using this salary data
from the comparable agencies.
2) Some of the comparables provided salary range minimums and maximums for comparison purposes, while others (those that don’t utilize salary ranges as part of
their pay plans) provided actual salaries for surveyed positions. The salary range
minimums and maximums were analyzed to determine the 50th, 60th, 65th, 75th and
80th percentiles to identify wage ranges for “average” and “above average” payers. Any actual salaries provided by the comparable municipalities were only analyzed in a few instances when there was not enough salary range information. Salary ranges
are a better gauge of market salaries than an actual salary and are thus preferred to
conduct analysis.
3) Data contained within Appendix C has been thoroughly reviewed. If it was determined that the data was not relevant, it was removed. Thus, if a specific position within the market survey has two worksheets associated with it in Appendix
C, then data was removed. The second data sheet will have the word “Edited” after
the title of the position surveyed. If a specific data point was removed, it is
highlighted on the first and second worksheets and then removed on the second worksheet associated with the position, and that was the data used in the analysis.
4) Participant data was adjusted for Cost of Labor differences between geographic
areas using the Economic Research Institute’s Geographic Assessor tool.
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Appraisal and Use of Salary Data
While comparing the County of Maui’s current salaries to those paid by the other employers, it
must be noted that variations in compensation may be due to several factors, including:
1) Organizational size and economic conditions can have an impact on positions. In
smaller organizations, employees are often asked to "wear many hats" and, therefore, take on more duties and responsibilities than would normally be required of a certain position. In addition, the economic downturn forced organizations to "do
more with less", compelling staff to take on more duties and responsibilities than
they have in the past. Therefore, it becomes increasingly harder to compare “like”
positions within organizations.
2) Some employers place different relative worth on certain groups of employees. For example, some employers are forced to place a higher value on certain employees or
groups of employees because of the market and, therefore, pay them more. Overall,
the policies and value judgments of different employers in compensating for the
same kind of work can vary widely. There is rarely a single prevailing rate for any particular kind of work, even within the same labor market.
3) It can be difficult to make exact comparisons among the different employers of the
duties and responsibilities of ostensibly similar jobs.
Nevertheless, comparative salary data is widely recognized as a good measure of the
appropriate compensation rates with respect to the prevailing market. This data is also useful as an indication of prevailing opinions concerning the compensation relationships that should exist among different classifications of work. Of equal importance, however, are the internal
relationships for the various positions that were accomplished in the Job Evaluation portion of
this Study.
For the purposes of this study, a review of private-sector salary data was also included. MGT subscribes to Salary.com’s CompAnalyst online database for up-to-date private sector data. The following employment market area was used in the analysis:
1) Hawaii
2) All Industries
3) 1,000 - 3,000
The industry scopes that were applied to the data were as follows:
1) December 1, 2024
2) Minimum/Maximum
3) 50th Percentile Used for Base Salary
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The Market Survey Benefits and Findings
Eight (8) of the survey respondents also provided benefit information as part of the survey
process. A review of the benefits offered by the County of Maui versus the comparable
organizations shows that the County’s benefits are competitive with the other entities surveyed.
The following is an overall summary of the survey data, with differences highlighted.
Health Insurance
Health Plan
•All eight (8) of the respondents indicated that they offer a PPO option.
•Six (6) of the respondents indicated that they also offer an HMO option.
•Three (3) of the respondents indicated that they also offer an HSA or another type of
plan option.
•The one (1) respondent that offers the HSA plan indicated that the employer contributes$1,600 annually towards that plan.
•Maui County offers a PPO and an HMO Plan.
Premium Coverage All of the respondents contribute towards both the employee-only health premium and the family health premium. The amount contributed varies from 49% to 100% for employee-only
coverage and from 49% to 100% for family coverage. One (1) of the respondents noted that
they contribute a flat dollar amount of $2,265 annually for employees to use towards whatever
plan option(s) they choose. The average employee-only employer health contribution rate is 83.6% and the average family employer health contribution rate is 74.8%.
Maui County contributes 90% towards both the employee-only and the family health insurance premiums for the PPO and HMO plans and 60% or 46% for the remaining plans.
Dental Insurance
Premium Coverage
Seven (7) of the respondents contribute a percentage towards both the employee-only dental premium and the family dental premium. The amount contributed varies from 50% to 100% for
employee-only coverage and from 50% to 80% for family coverage. As noted above under
Health Insurance Premiums, one (1) of the respondents contributes a flat dollar amount of
$2,265 annually for employees to use towards whatever plan option(s) they choose. The average employee-only employer dental contribution rate is 73.1% and the average family employer dental contribution rate is 65.5%.
Maui County contributes 60% towards both the employee-only and the family dental insurance premiums.
Vision Insurance
Six (6) of the respondents contribute a percentage towards both the employee-only vision
premium and the family vision premium. The amount contributed varies from 60% to 100% for
employee-only coverage and from 60% to 80% for family coverage. As noted above under Health Insurance Premiums, one (1) of the respondents contributes a flat dollar amount of $2,265 annually for employees to use towards whatever plan option(s) they choose.
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Life Insurance
All of the respondents provide some type of life insurance benefit for employees. The amount of
coverage provided varies from a flat amount of $33,770 up to two times the employee’s annual
salary.
Sick Leave
Sick time provisions seemed to vary quite a bit between the respondents.
• One (1) respondent indicated that they do not provide any sick time benefit.
• One (1) respondent noted that they use a PTO bank.
• Of the six (6) respondents that provided a number of days for sick time, the lowest
annual amount was twenty-one (21) hours per year, and the highest amount provided
was twenty-one (21) days per year.
Maui County employees earn sick time at the rate of fourteen (14) hours per month, which totals twenty-one (21) days per year.
Holidays
The number of annual holidays provided by the respondents ranged from ten (10) to thirteen
(13) per year. Of the five (5) respondents that provide thirteen (13) paid holidays per year, three
(3) of those respondents add an extra holiday, for a total of fourteen (14), during election years. Personal Days
The provision of personal days also varied by respondent.
• One (1) respondent noted that they use a PTO bank. One (1) respondent provides one (1)
annual personal day.
• One (1) respondent indicated they do not provide any personal say.
• Two (2) respondents provide two (2) personal days per year.
• One (1) respondent has a special provision for management employees to receive up to one hundred (100) hours.
Vacation Days
Maui County employees earn vacation time at the rate of fourteen (14) hours per month, which
totals twenty-one (21) days per year. This accrual amount remains the same no matter how
many years of service an employee has.
Of those that responded to the benefits portion of the survey, one (1) of the respondents did not
provide vacation data and one (1) respondent offers two (2) levels of vacation accruals for management positions. A summary of the other levels of vacation provided is as follows:
At 1 year of service, the days provided by the survey respondents range from (9.33) to (22.5), with (16.8) being the average.
At 5 years of service, the days provided by the survey respondents range from (11.33) to (27.5),
with the average being (18.8). At 10 years of service, the days provided by the survey respondents range from (13.3) to twenty-
one (21), with the average being (18.8).
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At 15 years of service, the days provided by the survey respondents range from (16.7) to (33.5),
with the average being (22.4).
At 20 years of service, the days provided by the survey respondents range from eighteen (18) to (36.5), with the average being (24.1).
At 25 years of service, the days provided by the survey respondents range from eighteen (18) to
(39.5), with the average being (24.6).
Given that Maui County offers a consistent twenty-one (21) of vacation per year, the Maui
County vacation benefit is more generous for employees with less than fifteen (15) years of service, but slightly lower for employees with greater than fifteen (15) years of service. Other Benefits
Deferred Compensation:
All of the respondents offer a Deferred Compensation option. Five (5) of the respondents have
some type of provision for contributing to the deferred compensation option on behalf of the
employee. EAP/Wellness:
All of the respondents offered an Employee Assistance {program (EAP) for their employees at
no charge. One (1) respondent also mentioned offering employees an extra financial incentive
for participating in a biometric screening process. Flexible/Remote Work:
All of the respondents noted that they offer either flexible, remote or hybrid work options
depending on the employee’s position.
Appendix D contains tables summarizing the detailed data related to the benefits survey.
After conducting the benefit analysis, MGT determined that the benefits offered across public
sector entities are largely comparable. Additionally, while private sector organizations may offer fewer benefits, they often provide higher salaries. Therefore, for the purposes of this study, MGT recommends that Maui County prioritize focusing on salary levels and the
proposed salary adjustments, rather than making changes to benefits at this time.
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COMPENSATION PLAN DEVELOPMENT
AND RECOMMENDATIONS
Development of the Compensation Plan
A basic element in any human resources management program is adequate and equitable
employee compensation. A Compensation Plan of this nature is essential if qualified employees are to be recruited and retained. To achieve this goal, there must be a reasonable and widely accepted model of Job Factors upon which the Compensation Plan rests. Application of this
model was the purpose of the Job Evaluation aspect of this Study. The Plan presented in this
report is designed to accomplish the Study goals by:
1) Providing for equal compensation for work of equivalent job content and responsibility.
2) Facilitating adjustments to compensation levels based on changing economic and
employment conditions that impact these interrelationships.
3) Establishing compensation ranges that compare favorably with those of other
equivalent jurisdictions within the appropriate labor market.
In preparing this Plan, the Study only looked at base compensation. The compensation associated with longevity or other fringe benefits was not analyzed or factored into the
Compensation Plan.
Compensation Plan Options for the County’s Consideration
One of the purposes of this Study was to provide an updated Compensation Plan that relates to
the external market and can be used as a guide in establishing pay rates. Implementation of the
Compensation Plan and establishing pay rates can be approached in a variety of ways. Below is a summary of three (3) different methods for implementing a Compensation Plan:
1) Defined Increment Plan: This is a Compensation Plan that has salary ranges with a
minimum and a maximum with defined percentage increments (e.g., 3%) in between.
If an employee has a satisfactory performance evaluation, they systematically
advance through the compensation range. The performance evaluation and resulting salary increment increase occurs annually.
2) Open Range Merit Plan: This is a Compensation Plan that also has salary ranges with
minimums and maximums, but without defined percentage increments in between.
Employees are advanced through the compensation range based on an annual
satisfactory performance evaluation, with the percentage of their increase determined annually by County Administration.
3) Blended Merit Plan: This is a Compensation Plan that uses techniques from both a
Defined Increment Plan and an Open Range Merit Plan.
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In considering which Plan to use, it is important to understand that employees at various levels
of responsibility may react differently toward, and be motivated differently by, the
Compensation Plan they work under. Management personnel that are goal-oriented may have a higher acceptance of the Open Range Merit Plan and thus tend to be more comfortable with this method of compensation. Mid-to-low level positions may want the assurance of a defined
salary increase based on satisfactory performance.
Each system provides advantages and disadvantages which should be evaluated by the County
to determine the most appropriate system to be established.
Recommendation: Open Range Merit Plan or Set Salaries
MGT typically recommends the adoption of an Open Range Merit Plan. An Open Range Merit Plan has salary ranges with minimums and maximums, but without defined percentage increments in between. Applying the concept of an Open Range Merit Plan, the County would be
provided with maximum flexibility relative to the recruitment of the County’s Leadership staff.
MGT understands that the Salary Commission cannot set ranges; therefore, MGT has provided
two (2) options for the Salary Commission to consider.
Option 1 establishes salary ranges and provides guidelines for determining an employee’s placement within those ranges. MGT developed a model with criteria for setting an individual’s
salary based on years of experience, including both tenure with Maui County and relevant
experience from previous employers. The years of service within this draft model may be
adjusted, or the model could be revised to consider additional factors such as educational qualifications or certifications. Table 2 outlines the draft model. If this option is selected, the County should review and verify that the years of service with Maui County, as well as relevant
prior experience, are accurate. MGT will provide the County with a supplemental document
containing detailed information for each position.
Option 2 establishes salaries for each Director position based on the average midpoint of market data for each grade. This approach ensures a set salary for each position, aligned with the average market midpoint for its respective pay grade. In cases where positions fall just
below the new salary level, MGT recommends a 5% salary increase. Continuing with the
County’s existing practice, salaries for Deputy positions are determined as a percentage of the
Director’s salary. Specifically, the recommended salaries for the Deputy Police Chief, Deputy Fire Chief, First Deputy Corporation Counsel, and First Deputy Prosecuting Attorney are set at 5% below the Directors, while the remaining Deputy positions are set at 10% below the Directors.
This option is presented at the 50th percentile (average), 65th percentile (above average), and
75th percentile (market leader).
Proposed Compensation Plan and Structure
Within the market analysis, MGT refers to “percentiles” (for example: 50th, 60th, 65th, 75th and
80th percentiles). Percentiles indicate where salaries or salary ranges fall in comparison to the other salaries from the comparable communities. The 50th percentile is the median (or middle) of the data set. When the County is considering which percentile to compensate employees at,
they are deciding where they want their employee salaries and salary ranges to fall within the
market of comparable communities. For example, if the County selects the 50th percentile, that
means they would be paying a fair market rate at the 50th percentile or middle of the comparable communities. If the County selects the 65th percentile, then the salary ranges would be above average or 15% higher than the middle of the market.
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The next step in this process is to combine the Skill Levels with the proposed salary ranges or
set salaries. For Option 1 the Classification and Compensation Plan consists of six (6) pay
grades; ten (10) being lowest and fifteen (15) being highest and is broken down into the following three (3) pay bands: Grades 10 - 12: Band A; Grades 13 - 14: Band B; and Grade 15: Band C.
In Option 1 all proposed pay ranges are open ranges. There is a 10% gradation between the
Grades in Band A and B, and all Grades have a 35% range spread from minimum to maximum.
In Option 2 there are five (5) pay grades (Grades 11- 15) and the salaries are set consistently for the Directors in each pay grade 11 – 15 by looking at the average market midpoint data for each pay percentile. The Deputies salaries are determined by being a percent below the Director.
Note: Gradation refers to the relationship between the minimum compensation of one grade to
the minimum compensation of the next grade. In this case, the starting compensation for
employees in Grade 11 is 10% higher than Grade 10 and so on. The gradation will vary depending upon the relationship between the salary data for the grade, the number of grades in the compensation band and the established compensation range.
Table 1 combines all of the classification and compensation data at the 50th percentile for
Option 1. There are three (3) Table 1’s for Option 2 to show the salaries at the 50th, 65th, or 75th
percentile.
When the Salary Commission determines a pay percentile, it is crucial to consider how the cost of living in Maui County impacts both recruitment and retention, and how this factor
should influence the chosen pay percentile. Additionally, the Directors and Deputy Directors in
Maui County have faced numerous unique challenges in the aftermath of the tragic fires,
which should also be factored into the decision-making process. According to the most recent data from livingcost.org, the cost of living in Maui County is 1.3
times higher than the U.S. average, and Hawaii ranks as the 4th most expensive state to live
in. This high cost of living creates a distinct challenge, potentially deterring qualified
candidates from pursuing positions with Maui County and making it harder to retain current employees. These considerations should be carefully evaluated when determining the appropriate pay percentile.
COUNTY OF MAUI, HAWAII | February 2025
DRAFT CLASSIFICATION and COMPENSATION REPORT
15
FUTURE ADMINISTRATION OF THE
COMPENSATION PLAN
To maintain competitive salary levels, there should be an annual review of the County’s salary ranges. The communities used in the survey group for this Study have been determined to be comparable jurisdictions to the County. Therefore, County of Maui can continue to use these
jurisdictions as a comparable market survey group for annual salary comparison purposes until
it is determined that they should be reevaluated. It is MGT’s recommendation that an annual
survey of these communities be conducted to determine only the percentage increase each organization in the comparable group is granting, either as an annual across-the-board increase to their employees or as a general adjustment to their compensation ranges (this is not a full
survey just a simple question of what their most recent increase is/was). The County may then
use this information to inform their decision on the level of increases they may wish to provide.
The County could also consider using other information to determine the increase as long as it is reliable and consistent. At the same time, the annual data that is collected can be used to determine a percentage increase of the overall pay ranges in the Compensation Plan.
FUTURE ADMINISTRATION OF THE
CLASSIFICATION PLAN
The administration of a Classification Plan is an ongoing process. It must be recognized that it is not static and is not intended to affix positions permanently into classifications. Instead, the Plan must be administered continually to adapt it to changing conditions.
Three (3) specific types of changes in the Plan itself are possible: elimination of a position,
creation of a position, or a revision of a position.
1) When a position in a classification is eliminated or when a position has significantly changed work duties and responsibilities to the extent that the position becomes inappropriate or inaccurate, the position should be abolished.
2) New positions should be created when new work situations arise that are not
covered by the established positions. However, caution should be exercised in this
respect, particularly to ensure that new positions are justified, are not merely duplicating established positions, cannot be accommodated through changes in existing positions, and reflect substantially permanent rather than temporary
situations.
3) The adjustment or revision of a position should be done when there are substantial
changes to the requirements of the position or to the nature and complexities of the duties being performed. In this instance, a position may need to be re-scored and move up or down into a new classification.
All changes should be thoroughly evaluated in order to maintain the integrity of the
classification relationships established in the Classification and Compensation Plan. County
Administration has been provided with the Job Analysis Questionnaire as well as the Job Factor Scoring Sheet, enabling the County to grade a newly created or revised position. MGT provides scoring assistance in such cases in accordance with the Study contract.
COUNTY OF MAUI, HAWAII | February 2025
DRAFT CLASSIFICATION and COMPENSATION REPORT
16
Appreciation
MGT has appreciated the opportunity to work with the County of County of Maui on this
Classification and Compensation Study. A special thank you to the employees for all of the
information provided to allow for the analysis and to the County Administration for the
significant amount of work and support dedicated to the project.
Maui County, HI
Option 1 - Table 1 - Comprehensive Table
Position:
MGT
Proposed
Grade
Proposed Salary Range
50th Percentile Skill Level 50th Percentile
Salary Survey Data
CompAnalyst (Hawaii - All
Industries - 1,000 - 3,000 FTEs)
830 -895 15 142,880 197,086
Managing Director 15 197,247 308,545 176,200 257,200 190,000 256,500
760 -825 14 167,325 233,775 170,700 247,400
Fire Chief 14 179,523 248,446 n/a n/a 165,000 222,750
Police Chief 14 186,610 256,542 n/a n/a
Deputy Managing Director 14 172,175 235,964 n/a n/a
Corporation Counsel 14 166,010 242,835 192,100 276,700
Prosecuting Attorney 14 132,305 185,087 149,300 218,100
690 -755 13 146,599 202,966 137,350 209,670
Director Public Works 13 156,970 219,763 140,500 207,700 150,000 202,500
Director of Finance 13 154,674 224,852 184,900 296,700
Director Water Supply 13 142,645 214,637 100,700 141,800
Director Environmental Management 13 143,954 197,658 140,400 214,800
First Deputy Corporation Counsel 13 151,060 203,754 160,700 243,200
Director Planning 13 152,130 214,112 165,400 249,200
First Deputy Prosecuting Attorney 13 127,612 168,901 116,800 182,400
Director Personnel Services 13 150,242 210,224 165,700 256,900
Director Parks and Recreation 13 138,558 199,512 107,700 175,500
Deputy Fire Chief 13 152,663 194,957 n/a n/a
Deputy Police Chief 13 169,116 222,058 n/a n/a
County Auditor 13 119,566 165,169 90,700 128,500
620 -685 12 130,708 183,068 123,960 190,920
Deputy Director Public Works 12 134,013 185,087 137,900 200,900 139,150 187,853
Deputy Director Finance 12 130,704 177,697 170,300 268,900
Deputy Director Water Supply 12 132,480 193,990 83,800 124,900
Deputy Director Planning 12 127,644 173,480 117,600 189,500
Deputy Director Enviro Management 12 128,700 185,087 110,200 170,400
550 -615 11 129,490 179,734 121,317 185,267
County Clerk 11 133,528 188,527 n/a n/a 126,500 170,775
Deputy Director Parks and Recreation 11 120,043 168,370 90,100 146,100
Director Liquor Control 11 n/a n/a 93,300 147,200
Director East Maui Water Authority 11 n/a n/a n/a n/a
Director Ōiwi Resources 11 n/a n/a 119,700 190,100
Director Human Concerns 11 137,440 200,315 119,300 191,100
Director Housing 11 136,813 179,421 n/a n/a
Deputy Director Personnel 11 123,223 166,709 147,900 227,800
Director Transportation 11 125,891 175,060 157,600 209,300
Director Agriculture 11 n/a n/a n/a n/a
480 -545 10 113,628 156,597 94,900 153,225
Deputy County Clerk 10 95,955 134,553 n/a n/a 115,000 155,250
Deputy Director of Human Concerns 10 130,538 171,811 112,200 190,600
Deputy Director Housing 10 102,235 157,958 56,600 96,200
Deputy Director Transportation 10 125,784 162,068 100,100 147,300
Deputy Director, Ōiwi Resources 10 n/a n/a 110,700 178,800
Deputy Director of Agriculture 10 n/a n/a n/a n/a
Deputy Liquor Commission 10 n/a n/a n/a n/a
410 -475 9
Mayor n/a n/a n/a
Council Chair n/a n/a n/a
Councilmember n/a n/a n/a90,024
95,400
90,000
206,540 207,000
Mayor and Council Members
90,024
Maui County, HI MGT Page 17
Maui County, HI
Option 1 - Table 2 - Proposed Pay Ranges
Minimum Placement One Placement Two Placement Three Placement Four Placement Five Maximum
Up to 5 Years
Experience
6 - 15 Years
Experience
16 - 20 Years
Experience
21 - 25 Years
Experience
26 - 30 Years
Experience
31+ Years
Experience n/a
15 190,000 223,250 256,500 15 190,000 201,083 212,167 223,250 234,333 245,417 256,500
Minimum Placement One Placement Two Placement Three Placement Four Placement Five Maximum
Up to 5 Years
Experience
6 - 15 Years
Experience
16 - 20 Years
Experience
21 - 25 Years
Experience
26 - 30 Years
Experience
31+ Years
Experience n/a
14 165,000 193,875 222,750 14 165,000 174,625 184,250 193,875 203,500 213,125 222,750
13 150,000 176,250 202,500 13 150,000 158,750 167,500 176,250 185,000 193,750 202,500
Minimum Placement One Placement Two Placement Three Placement Four Placement Five Maximum
Up to 5 Years
Experience
6 - 15 Years
Experience
16 - 20 Years
Experience
21 - 25 Years
Experience
26 - 30 Years
Experience
31+ Years
Experience n/a
12 139,150 163,501 187,853 12 139,150 147,267 155,384 163,501 171,618 179,735 187,853
11 126,500 148,638 170,775 11 126,500 133,879 141,258 148,638 156,017 163,396 170,775
10 115,000 135,125 155,250 10 115,000 121,708 128,417 135,125 141,833 148,542 155,250
Mayor 207,000 Mayor
Council
Chair 95,400 Chair
Council
member 90,000 Council
member
35% Range Spread
Grade
Mayor, Council Chair, and Councilmembers
35% Range Spread
Pay Band A
Grade
35% Range Spread
Pay Band B
Grade
50th Percentile - Proposed Step Based on Yrs of Previous Experience
Pay Band C
Proposed Pay
50th Percentile - Proposed Pay Ranges
Pay Band C
35% Range Spread
35% Range Spread
Mayor, Council Chair, and Councilmembers
Pay Band B
Pay Band A
35% Range Spread
Maximum MidpointMinimum Grade
Grade Minimum Midpoint Maximum
Grade Minimum Midpoint Maximum
95,400
90,000
Proposed Pay
207,000
Maui County, HI MGT Page 18
Maui County, HI
Option 2 - Table 1 - Comprehensive Table 50th Percentile
Position:
MGT
Proposed
Grade
50th
Percentile
Salary
830 -895 15 Minimum Midpoint Maximum Minimum Maximum
Managing Director 15 197,247 252,896 308,545 176,200 257,200 252,896
760 -825 14 166,112 213,327 233,227 170,700 247,400
Fire Chief 14 179,523 213,984 248,446 n/a n/a 213,327
Police Chief 14 186,610 221,576 256,542 n/a n/a 213,327
Corporation Counsel 14 166,010 204,423 242,835 192,100 276,700 213,327
Prosecuting Attorney 14 132,305 158,696 185,087 149,300 218,100 213,327
690 -755 13 144,842 175,291 205,741 137,000 208,888
Director Public Works 13 156,970 188,366 219,763 140,500 207,700 175,291
Director of Finance 13 154,674 189,763 224,852 184,900 296,700 175,291
Director Water Supply 13 142,645 178,641 214,637 100,700 141,800 175,291
Director Environmental Management 13 143,954 170,806 197,658 140,400 214,800 175,291
Director Planning 13 152,130 183,121 214,112 165,400 249,200 175,291
Director Personnel Services 13 150,242 180,233 210,224 165,700 256,900 175,291
Director Parks and Recreation 13 138,558 169,035 199,512 107,700 175,500 175,291
County Auditor 13 119,566 142,368 165,169 90,700 128,500 175,291
620 -685 12 130,708 156,888 183,068 123,960 190,920
No Positions in Grade 12
550 -615 11 133,418 159,624 185,831 122,475 184,425
County Clerk 11 133,528 161,027 188,527 n/a n/a 173,073
Director Liquor Control 11 n/a n/a n/a 93,300 147,200 161,063
Director East Maui Water Authority 11 n/a n/a n/a n/a n/a 159,624
Director Ōiwi Resources 11 n/a n/a n/a 119,700 190,100 159,624
Director Human Concerns 11 137,440 168,877 200,315 119,300 191,100 159,624
Director Housing 11 136,813 158,117 179,421 n/a n/a 159,624
Director Transportation 11 125,891 150,476 175,060 157,600 209,300 159,624
Director Agriculture 11 n/a n/a n/a n/a n/a 159,624
480 -545 10 113,628 135,113 156,597 94,900 153,225
Deputy Managing Director 172,175 204,070 235,964 n/a n/a 227,606
First Deputy Corporation Counsel 13 151,060 177,407 203,754 160,700 243,200 202,661
First Deputy Prosecuting Attorney 13 127,612 148,257 168,901 116,800 182,400 202,661
Deputy Fire Chief 13 152,663 173,810 194,957 n/a n/a 202,661
Deputy Police Chief 13 169,116 195,587 222,058 n/a n/a 202,661
Deputy Director Public Works 12 134,013 159,550 185,087 137,900 200,900 157,762
Deputy Director Finance 12 130,704 154,201 177,697 170,300 268,900 157,762
Deputy Director Water Supply 12 132,480 163,235 193,990 83,800 124,900 157,762
Deputy Director Planning 12 127,644 150,562 173,480 117,600 189,500 157,762
Deputy Director Enviro Management 12 128,700 156,894 185,087 110,200 170,400 157,762
Deputy Director Personnel 11 123,223 144,966 166,709 147,900 227,800 157,762
Deputy Director Parks and Recreation 11 120,043 144,207 168,370 90,100 146,100 157,762
Deputy County Clerk 10 95,955 115,254 134,553 n/a n/a 164,418
Deputy Director of Human Concerns 10 130,538 151,175 171,811 112,200 190,600 143,662
Deputy Director Housing 10 102,235 130,096 157,958 56,600 96,200 143,662
Deputy Director Transportation 10 125,784 143,926 162,068 100,100 147,300 143,662
Deputy Director, Ōiwi Resources 10 n/a n/a n/a 110,700 178,800 143,662
Deputy Director of Agriculture 10 n/a n/a n/a n/a n/a 143,662
Deputy Liquor Commission 10 n/a n/a n/a n/a n/a 144,957
410 -475 9
Mayor n/a n/a 206,540
Council Chair n/a n/a 95,400
Councilmember n/a n/a 90,00090,024
Mayor and Council Members
206,540
90,024
Skill Level 50th Percentile
Salary Survey Data
CompAnalyst (Hawaii - All
Industries - 1,000 - 3,000
FTEs)
Deupty Directors
1aui County, H-1+8 4aKe
Maui County, HI
Option 2 - Table 1 - Comprehensive Table 65th Percentile
Position:
MGT
Proposed
Grade
65th
Percentile
Salary
830 -895 15 Minimum Midpoint Maximum Minimum Maximum
Managing Director 15 235,163 290,312 345,461 176,200 257,200 290,312
760 -825 14 178,751 229,093 245,900 170,700 247,400
Fire Chief 14 186,081 219,700 253,319 n/a n/a 229,093
Police Chief 14 201,661 237,066 272,471 n/a n/a 229,093
Corporation Counsel 14 191,411 230,513 269,614 192,100 276,700 229,093
Prosecuting Attorney 14 135,849 162,023 188,198 149,300 218,100 229,093
690 -755 13 155,236 186,894 218,553 137,000 208,888
Director Public Works 13 165,142 199,485 233,828 140,500 207,700 186,894
Director of Finance 13 170,883 205,337 239,791 184,900 296,700 186,894
Director Water Supply 13 150,994 185,267 219,540 100,700 141,800 186,894
Director Environmental Management 13 153,496 187,707 221,919 140,400 214,800 186,894
Director Planning 13 165,127 191,070 217,012 165,400 249,200 186,894
Director Personnel Services 13 164,246 191,398 218,551 165,700 256,900 186,894
Director Parks and Recreation 13 143,678 177,463 211,248 107,700 175,500 186,894
County Auditor 13 128,321 157,426 186,531 90,700 128,500 186,894
620 -685 12 138,358 163,306 188,253 123,960 190,920
No Positions in Grade 12
550 -615 11 143,227 171,760 200,293 122,475 184,425
County Clerk 11 144,790 176,770 208,749 n/a n/a 173,073
Director Liquor Control 11 n/a n/a n/a 93,300 147,200 171,760
Director East Maui Water Authority 11 n/a n/a n/a n/a n/a 171,760
Director Ōiwi Resources 11 n/a n/a n/a 119,700 190,100 171,760
Director Human Concerns 11 145,136 177,585 210,034 119,300 191,100 171,760
Director Housing 11 143,160 172,468 201,776 n/a n/a 171,760
Director Transportation 11 139,822 160,217 180,612 157,600 209,300 171,760
Director Agriculture 11 n/a n/a n/a n/a n/a 171,760
480 -545 10 121,532 141,271 161,011 94,900 153,225
Deputy Managing Director 14 183,019 222,437 261,855 n/a n/a 261,281
First Deputy Corporation Counsel 13 157,947 186,205 214,463 160,700 243,200 217,638
First Deputy Prosecuting Attorney 13 140,867 164,020 187,173 116,800 182,400 217,638
Deputy Fire Chief 13 167,945 190,282 212,619 n/a n/a 217,638
Deputy Police Chief 13 176,162 200,647 225,131 n/a n/a 217,638
Deputy Director Public Works 12 136,537 163,358 190,179 137,900 200,900 168,205
Deputy Director Finance 12 138,412 160,368 182,325 170,300 268,900 168,205
Deputy Director Water Supply 12 150,143 174,023 197,902 83,800 124,900 168,205
Deputy Director Planning 12 136,167 158,329 180,490 117,600 189,500 168,205
Deputy Director Enviro Management 12 130,531 160,450 190,370 110,200 170,400 168,205
Deputy Director Parks and Recreation 11 120,551 144,776 169,002 90,100 146,100 168,205
Deputy Director Personnel 11 127,247 151,218 175,189 147,900 227,800 168,205
Deputy County Clerk 10 96,437 117,136 137,834 n/a n/a 164,418
Deputy Director of Human Concerns 10 140,297 157,137 173,976 112,200 190,600 154,584
Deputy Director Housing 10 112,320 137,247 162,175 56,600 96,200 154,584
Deputy Director Transportation 10 137,075 153,566 170,058 100,100 147,300 154,584
Deputy Director, Ōiwi Resources 10 n/a n/a n/a 110,700 178,800 154,584
Deputy Director of Agriculture 10 n/a n/a n/a n/a n/a 154,584
Deputy Liquor Commission 10 n/a n/a n/a n/a n/a 154,584
410 -475 9
Mayor n/a n/a 208,779
Council Chair n/a n/a 101,630
Councilmember n/a n/a 96,79196,791
208,779
101,630
Mayor and Council Members
Skill Level 65th Percentile
Salary Survey Data
CompAnalyst (Hawaii - All
Industries - 1,000 - 3,000
FTEs)
Deupty Directors
1aui County, H-1+8 4aKe
Maui County, HI
Option 2 - Table 1 - Comprehensive Table 75th Percentile
Position:
MGT
Proposed
Grade
75th
Percentile
Salary
830 -895 15 Minimum Midpoint Maximum Minimum Maximum
Managing Director 15 259,897 325,104 390,312 176,200 257,200 325,104
760 -825 14 188,229 239,043 252,457 170,700 247,400
Fire Chief 14 194,597 227,044 259,492 n/a n/a 239,043
Police Chief 14 211,186 243,294 275,402 n/a n/a 239,043
Corporation Counsel 14 208,923 246,792 284,661 192,100 276,700 239,043
Prosecuting Attorney 14 138,211 164,242 190,272 149,300 218,100 239,043
690 -755 13 160,873 192,458 224,042 137,000 208,888
Director Public Works 13 167,819 202,959 238,100 140,500 207,700 192,458
Director of Finance 13 181,156 211,585 242,013 184,900 296,700 192,458
Director Water Supply 13 163,972 194,119 224,266 100,700 141,800 192,458
Director Environmental Management 13 154,592 196,350 238,108 140,400 214,800 192,458
Director Planning 13 165,255 191,998 218,740 165,400 249,200 192,458
Director Personnel Services 13 165,441 195,437 225,434 165,700 256,900 192,458
Director Parks and Recreation 13 148,397 181,254 214,110 107,700 175,500 192,458
County Auditor 13 140,352 165,960 191,568 90,700 128,500 192,458
620 -685 12 142,060 169,756 197,452 123,960 190,920
No Positions in Grade 12
550 -615 11 157,318 183,106 208,895 122,475 184,425
County Clerk 11 156,455 188,109 219,762 n/a n/a 183,106
Director Liquor Control 11 n/a n/a n/a 93,300 147,200 183,106
Director East Maui Water Authority 11 n/a n/a n/a n/a n/a 183,106
Director Ōiwi Resources 11 n/a n/a n/a 119,700 190,100 183,106
Director Human Concerns 11 159,275 191,784 224,293 119,300 191,100 183,106
Director Housing 11 165,110 191,546 217,982 n/a n/a 183,106
Director Transportation 11 147,568 165,988 184,409 157,600 209,300 183,106
Director Agriculture 11 n/a n/a n/a n/a n/a 183,106
Deputy Managing Director 14 186,128 229,826 273,523 n/a n/a 292,594
First Deputy Corporation Counsel 13 162,830 189,520 216,210 160,700 243,200 227,091
First Deputy Prosecuting Attorney 13 144,229 178,410 212,591 116,800 182,400 227,091
Deputy Fire Chief 13 178,519 197,461 216,402 n/a n/a 227,091
Deputy Police Chief 13 186,075 208,166 230,257 n/a n/a 227,091
Deputy Director Public Works 12 138,721 165,519 192,317 137,900 200,900 173,212
Deputy Director Finance 12 142,043 165,047 188,052 170,300 268,900 173,212
Deputy Director Water Supply 12 153,393 183,168 212,944 83,800 124,900 173,212
Deputy Director Planning 12 138,843 161,769 184,695 117,600 189,500 173,212
Deputy Director Enviro Management 12 137,300 173,277 209,254 110,200 170,400 173,212
Deputy Director Parks and Recreation 11 120,646 145,026 169,405 90,100 146,100 173,212
Deputy Director Personnel 11 138,555 158,117 177,679 147,900 227,800 173,212
Deputy County Clerk 10 101,875 122,294 142,713 n/a n/a 164,795
Deputy Director of Human Concerns 10 144,513 161,997 179,482 112,200 190,600 164,795
Deputy Director Housing 10 121,472 143,553 165,633 56,600 96,200 164,795
Deputy Director Transportation 10 149,756 164,916 180,077 100,100 147,300 164,795
Deputy Director, Ōiwi Resources 10 n/a n/a n/a 110,700 178,800 164,795
Deputy Director of Agriculture 10 n/a n/a n/a n/a n/a 164,795
Deputy Liquor Commission 10 n/a n/a n/a n/a n/a 164,795
410 -475 9
Mayor n/a n/a n/a 211,119
Council Chair n/a n/a n/a 106,367
Councilmember n/a n/a n/a 101,302
106,367
101,302
Mayor and Council Members
211,119
Skill Level 75th Percentile
Salary Survey Data
CompAnalyst (Hawaii - All
Industries - 1,000 - 3,000 FTEs)
Deupty Directors
1aui County, H-1+8 4aKe
APPENDIX A
Maui County, HI MGT Page 22
EMPLOYEE JOB ANALYSIS QUESTIONNAIRE (JAQ)
County of Maui, Hawaii
NAME: DATE:
YEARS OF EXPERIENCE WITH EMPLOYER: JOB TITLE:
YEARS OF EXPERIENCE ON THIS JOB: YOUR JOB IS: FULL TIME PART TIME
YOUR YEARS OF EXPERIENCE IN THIS FIELD: DEPARTMENT:
NAME OF IMMEDIATE SUPERVISOR: THEIR TITLE:
INSTRUCTIONS
The purpose of this questionnaire is to obtain additional information about your job that may not be included in your current job description. Please answer each question thoughtfully and frankly. After you have finished
your portion of the questionnaire, give it to your immediate supervisor, who will complete their section.
General Summary: In three or four sentences, please summarize the major purpose or primary function of your job.
Please indicate if you have reviewed your current job description.
If you have any changes to your current job description, please mark them on the JD and attach it to this JAQ, or indicate changes here:
If you do not have a job description available to review, please list your job duties. Try to place your duties in
order of importance and group “like” tasks together (e.g., “clerical duties including word processing, opening mail, filing, etc.” or “front desk responsibilities including greeting visitors, answering telephones and routing calls, etc.”). Job duties:
1.
2. 3.
4.
5.
6.
7. 8.
Maui County, HI MGT Page 23
9.
10.
11.
12.
13.
14.
Feel free to add more numbers/duties if necessary.
FACTOR 1. Education & Training: In your opinion, what kind of education and training is necessary to perform your job?
LEVEL 1: Level of knowledge that is below what is normally attained through high school graduation.
LEVEL 2: High school diploma (GED) or equivalent.
LEVEL 3: High school, plus elementary technical training, acquired on the job or through one year or less of technical or business school.
LEVEL 4: Extensive technical or specialized training such as would be acquired by an Associate’s Degree or two years of technical or business school.
LEVEL 5: Completion of four-year college degree program.
LEVEL 6: Additional professional level of education beyond a four-year college program, such as a CPA or Professional Engineer (P.E.) training.
LEVEL 7: Completion of graduate coursework equal to a Master’s Degree or higher.
What specific degree/coursework is NECESSARY?
What specific degree/coursework is PREFERRED?
If a specific certificate or license is mandated by an outside agency to perform your duties, name the certificate or license:
What special skills, knowledge, and abilities are required to perform your job? Please list:
FACTOR 2. Years of Experience: How much previous work experience do you feel is necessary to perform
your job?
LEVEL 1: LEVEL 2: LEVEL 3: LEVEL 4: LEVEL 5:
Less Than 1 Year 1 to 3 Years 4 to 6 Years 7 to 10 Years More than 10 Years
What is the minimum number of years required?
What specific experience is necessary?
Maui County, HI MGT Page 24
FACTOR 3. Independent Judgment and Decision Making
Part 1: How much discretion do you have in making decisions with or without the input or direction of your supervisor?
LITTLE: Little discretion or independent judgment exercised.
SOME: Some discretion or judgment exercised, but supervisor is normally available.
OFTEN: Job often requires making decisions in absence of specific policies and/or guidance from
supervisors, but some direct guidance is received from supervisors.
HIGH: High level of discretion with decisions restricted only by Departmental policies and little direct
guidance from supervisors.
VERY HIGH: Very high level of discretion with decisions only restricted by the broadest policies of the Organization.
Part 2: If you make an erroneous decision, what impact would this decision have on your work unit,
department, and/or the Organization?
MINOR: Some inconvenience and delays but minor costs in terms of time, money, or public/employee good will.
MODERATE: Moderate costs in time, money, or public/employee good will would be incurred. Delays in important projects/schedules likely.
SERIOUS: Important goals would not be achieved and the financial, employee, or public relations
posture of the Organization would be seriously affected.
CRITICAL: Critical goals and objectives of the Organization would be adversely and very seriously
affected. Error could likely result in critical financial loss, property damage, or bodily harm/loss of life.
What is the total budget that your position has authority over?
FACTOR 4. Responsibility for Policy Development: Does your job require you to participate in the development of policies for your unit/division/department/the Organization?
LEVEL 1: Position involves only the execution of policies or use of existing procedures.
LEVEL 2: May provide some input to supervisor when policies and procedures are updated.
LEVEL 3: Position involves some development of policies/procedures for the Department and/or the interpretation or explanation of departmental policies for others in the organization or
residents.
LEVEL 4: Position involves significant or primary responsibility for the development of policies and
procedures for a division or organizational component of a department, as well as the interpretation, execution and recommendation of changes to department policies.
LEVEL 5: Position involves significant or primary responsibility for the development of policies and
procedures for an entire department, plus occasional participation in the development of policies which affect other departments in the organization.
LEVEL 6: Position involves the primary responsibility for the development of departmental policies and procedures and regular participation in the development of policies that affect other departments and occasionally involves participation in the development of organization-wide
policies.
Give some examples of the types of policies you’ve written or been a part of creating:
Maui County, HI MGT Page 25
FACTOR 5. Planning: How much latitude do you have to set your own daily work schedule and priorities for a given workday?
LEVEL 1: Position requires that my daily work load and activities are assigned to me by my supervisor.
LEVEL 2: Position requires that I plan my own daily work load and work independently according to
established procedures or standards.
LEVEL 3: Position requires that I plan my own daily work load and those of others in the department (first-
level supervision).
LEVEL 4: Position requires an above average ability to analyze data and develop departmental plans,
including plans where a number of difficult, technical and/or administrative problems must be
addressed (Manager/Division level planning).
LEVEL 5: Position requires a high level of analytical ability to develop plans for a department or complex
situation, including plans that involve integrating/involving/impacting other departments (Department Head level planning).
FACTOR 6. Contacts with Others: In the course of performing your job, what contacts with people in your
department, other departments within the organization, and/or people from outside the organization are you required to make?
LEVEL 1: Position involves interaction with fellow workers on routine matters with relatively little public contact.
LEVEL 2: Position involves frequent internal and external contact, but generally on routine matters such as furnishing or obtaining information.
LEVEL 3: Position involves frequent internal contact and regular contact with outsiders generally on
routine matters, including contacts with irate outsiders which require some public relations skill for taking complaints for others to follow up upon.
LEVEL 4: Position involves frequent internal and external contacts which require public relations skills in handling complaints. Contacts involve non-routine problems and require in-depth discussion and/or persuasion in order to resolve the problem. Handles more difficult contacts that are
referred by front line employees.
LEVEL 5: Position involves frequent internal and external contacts which require skill in dealing with, and
influencing others, and initiating changes in policy/procedures to address the issue so as to avoid having to deal with the issue again in the future.
LEVEL 6: Position involves frequent internal and external contacts in which I act as the spokesperson for
the department and am authorized to make commitments of significant resources on behalf of the department.
LEVEL 7: Position involves frequent internal and external contacts where I represent the entire organization and am authorized to make commitments in matters of broad or critical interest to the entire organization.
With which internal individuals or groups do you have the most contact?
With which external individuals or groups do you have the most contact?
Maui County, HI MGT Page 26
FACTOR 7. Supervision Given:
Do you supervise or assign work to other employees? Yes No
If yes:
LEVEL 1: Position is regularly responsible for assigning work to an employee or employees, without acting in a supervisory role. To whom does this position assign work?
LEVEL 2: Position is responsible for the supervision of up to fifty (50) full-time or several part-time employees.
LEVEL 3: Position is responsible for the direct and/or indirect supervision of fifty-one (51) to one hundred
(100) full-time (or full-time equivalent) employees.
LEVEL 4: Position is responsible for the direct and/or indirect supervision of 101 to 200 full-time (or full-
time equivalent) employees.
LEVEL 5: Position is responsible for direct and/or indirect supervision of 201 to 300 full-time (or full-time
equivalent) employees.
LEVEL 6: Position is responsible for direct and/or indirect supervision of 301 to 400 full-time (or full-time equivalent) employees.
LEVEL 7: Position is responsible for direct and/or indirect supervision of more than 401 full-time (or full-time equivalent) employees.
Actual number of full-time (or full-time equivalent) employees supervised:
FACTOR 8. Physical Demands: Please describe any physical demands required to perform your job.
Demand No Yes How often? (Rarely, Occasionally or Daily) Lifting to 20 pounds
Lifting 20-50 pounds Lifting 50+ pounds Climbing
Walking Kneeling
Crouching Crawling Bending
Sitting Prolonged Standing
Prolonged Visual Concentration Unpleasant or Hazardous Conditions: Please describe any unpleasant or hazardous conditions you are
exposed to in performing your job and how often you are exposed to those conditions. Include only those conditions which are directly related to your work rather than specific work area conditions.
Condition No Yes How Often? (Rarely, Occasionally or Daily) Lighting-dimness or brightness
Dust Heat
Cold Odors Noise
Vibration Wetness/Humidity
Maui County, HI MGT Page 27
Toxic Agents
Electrical Currents Heavy Machinery
Violence Disease
Smoke `
Other
FACTOR 9. Use of Technology/Specialized Equipment: Please check the level of technology or specialized
equipment use needed for you to perform your job.
LEVEL 1: Position has no responsibility for, or use of, technology.
LEVEL 2: Position has some basic use of computers for data entry and some use of the telephone, copier, etc.
LEVEL 3: Position has daily use of computers for data entry and use of the telephone, fax machine, copier,
etc. Position has daily use of light equipment such as push mowers, weed whackers, pole saws, custodial equipment, etc.
LEVEL 4: Position has daily use of computers, the Internet, Smartphones, etc. to create databases, spreadsheets, or reports. Position designs and creates customized reports, presentations, and/or documents using advanced software skills.
LEVEL 5A: Position provides routine consultation and technology support for everyday computer programming and/or software requests/questions to others in the organization; is an
applications super user; or uses specialized software such as GIS, SCADA or telecommunications software.
LEVEL 5B: Position uses, troubleshoots, and/or repairs various pieces of specialized equipment such as
HVAC, lighting, gas flares, blowers, engines, heavy equipment, diagnostic equipment, large vehicles (vacuum trucks, street sweepers, fire apparatus) and/or medical or public safety
equipment.
LEVEL 6: Position is responsible for advanced computer programming, system security, maintenance, training, and purchasing of items such as computers, printers, scanners, etc., for the computer
system for the organization (IT personnel).
LEVEL 7: Position is responsible for the overall direction and supervision of the staff that are responsible
for the computer and technology needs of the organization, including responsibility for developing technology policies for the organization (IT personnel).
10. Comments/Additional Information: Feel free to add additional information below. If using a printed copy of this form, use the back of the form to add your comments.
Type your name and the date below, then save this form as a Word document with the file name of
“JobTitle.LastName.FirstName” and email it to your supervisor. If using a printed copy of this form, sign and date it and then deliver to your supervisor.
EMPLOYEE’S SIGNATURE OR TYPED NAME DATE
Maui County, HI MGT Page 28
APPENDIX B
Maui County, HI MGT Page 29
Maui County, HI
Comparable Community Analysis 2024
164,183
Factor Points
1.50 109,455 164,183 164,183 246,275 25
2.00 82,092 109,454 246,276 328,366 19
2.50 65,673 82,091 328,367 410,458 13
3.00 54,728 65,672 410,459 492,549 7All Others 0
42,607 Factor Points1.50 28,405 42,607 42,607 63,911 252.00 21,304 28,404 63,912 85,214 192.50 17,043 21,303 85,215 106,518 133.00 14,202 17,042 106,519 127,821 7All Others 0
660,512 Thousand
Factor Points
1.50 440,342 660,512 660,512 990,769 25
2.00 330,256 440,341 990,770 1,321,025 19
2.50 264,205 330,255 1,321,026 1,651,281 133.00 220,171 264,204 1,651,282 1,981,537 7
All Others 0
2440
Factor Points
1.50 1,627 2,440 2,440 3,660 25
2.00 1,220 1,626 3,661 4,880 192.50 976 1,219 4,881 6,100 13
3.00 813 975 6,101 7,320 7
All Others 0
Initial screen:
Sources:
Cities with a population between 120,000 and 400,000 in Western Region States (Alaska,
Arizona, California, Colorado, Hawaii, Idaho, Montana, Nevada, New Mexico, Oregon, Utah,
Washington and Wyoming); plus consolidated city-county entities nationwide within the
population parameters; plus Hawaii, Honolulu and Kaua'i Counties.
(1) Annual Financial Reports for Total Expenditures and FTEs (IF FTEs not provided in the
AFR the US Census Survey of Public Employment & Payroll 2002 was used)
(2) U.S. Census Bureau Quick Facts for Population & Income Per Capita:
https://www.census.gov/quickfacts/fact/table/US/PST045219
3. Total Expenditures: Maximum 25 Points
4. Full-time Equvalents (FTEs): Maximum 25 Points
Minimum Range Maximum Range
Minimum Range Maximum Range
1. Population: Maximum 25 Points
Maximum RangeMinimum Range
2. Income Per Capita: Maximum 25 Points
Minimum Range Maximum Range
Maui County, HI MGT Page 30
Maui County, HI
Criteria Comparisons - Sorted by Name
Municipality Population Max.
Points
Income Per
Capita
Max.
Points
Total Exp.
(thousand)Max Points FTEs Max.
Points
Total
Points
Maui County 164,183 25 42,607 25 660,512 25 2440 25 100
Anaheim, CA 340,512 13 35,331 25 1,336,249 13 2061 25 76
Anchorage, AK 286,075 19 46,554 25 1,023,798 19 2483 25 88
Arvada, CO 121,414 25 52,932 25 211,130 0 769 0 50Athens-Clarke Co, GA 128,628 25 30,043 25 285,463 13 1769 25 88Augusta-Richmond Co, GA 200,884 25 28,503 25 514,302 25 2897 25 100Aurora, CO 395,052 13 38,047 25 898,750 25 3434 25 88
Bellevue, WA 151,574 25 85,845 13 514,513 25 1542 19 82
Billings, MT 120,864 25 40,679 25 234,761 7 1055 13 70
Boise, ID 235,421 25 46,972 25 523,807 25 2001 25 100
Chandler, AZ 280,167 19 48,987 25 573,360 25 1672 25 94
Chula Vista, CA 274,333 19 37,618 25 371,188 19 1398 19 82Columbus-Muscogee Co, GA 201,877 25 30,980 25 338,226 19 2845 25 94Corona, CA 160,238 25 38,353 25 346,192 19 884 7 76Elk Grove, CA 178,444 25 42,764 25 233,739 7 421 0 57
Eugene, OR 177,899 25 39,081 25 375,443 19 1547 19 88
Fontana, CA 215,465 25 30,351 25 280,767 13 646 0 63
Fort Collins, CO 170,376 25 43,495 25 587,462 25 1919 25 100
Fremont, CA 226,208 25 68,357 19 355,064 19 999 13 76
Garden Grove, CA 168,234 25 31,132 25 274,543 13 662 0 63
Gilbert, AZ 275,411 19 46,964 25 452,228 25 1684 25 94Glendale, AZ 253,855 19 30,316 25 571,244 25 1840 25 94Glendale, CA 187,050 25 44,298 25 795,000 25 1605 19 94
Hawaii County, HI 207,615 25 37,236 25 696,798 25 2555 25 100
Hawaii State 1,435,138 0 42,683 25 15,189,728 0 48037 0 25
Henderson, NV 337,305 13 46,882 25 667,969 25 2731 25 88
Honolulu County, HI 989,408 0 44,026 25 2,918,433 0 8096 0 25
Huntington Beach, CA 192,129 25 60,654 25 361,502 19 1003 13 82
Irvine, CA 314,621 19 59,354 25 463,721 25 1381 19 88Kansas City-Wyandotte Co, KS 152,933 25 27,034 19 721,938 25 2414 25 94Kauai County, HI 73,851 13 39,372 25 309,185 13 1295 19 70Kent, WA 133,378 25 39,714 25 259,200 7 744 0 57
Lakewood, CO 155,961 25 48,299 25 178,794 0 806 0 50
Lancaster, CA 166,236 25 28,082 19 264,015 7 298 0 51
Lexington-Fayette Co, KY 320,154 19 40,953 25 667,879 25 2784 25 94
Macon-Bibb Co, GA 156,512 25 30,115 25 243,409 7 2191 25 82
Maui County, HI MGT Page 31
Maui County, HI
Criteria Comparisons - Sorted by Name
Municipality Population Max.
Points
Income Per
Capita
Max.
Points
Total Exp.
(thousand)Max Points FTEs Max.
Points
Total
Points
Maui County 164,183 25 42,607 25 660,512 25 2440 25 100
Marin County, CA 254,407 19 87,300 13 751,191 25 2506 25 82
Modesto, CA 218,915 25 32,897 25 400,138 19 1326 19 88
Moreno Valley, CA 212,392 25 26,861 19 241,908 7 770 0 51
North Las Vegas, NV 284,771 19 29,460 25 473,018 25 1651 25 94
Oceanside, CA 170,020 25 40,131 25 430,832 19 1056 13 82
Ontario, CA 182,457 25 29,332 25 575,089 25 1377 19 94Oxnard, CA 198,488 25 28,845 25 451,672 25 1472 19 94Palmdale, CA 161,404 25 27,882 19 203,729 0 287 0 44Peoria, AZ 198,750 25 42,627 25 394,604 19 1355 19 88
Rancho Cucamonga, CA 174,405 25 44,345 25 229,619 7 695 0 57
Reno, NV 274,915 19 43,245 25 484,843 25 1440 19 88
Riverside, CA 318,858 19 31,632 25 1,012,309 19 2626 25 88
Roseville, CA 159,135 25 51,684 25 578,549 25 1328 19 94
Salem, OR 177,432 25 35,469 25 367,779 19 1323 19 88
Salinas, CA 159,506 25 27,344 19 202,484 0 549 0 44Salt Lake City, UT 209,593 25 46,972 25 1,045,577 19 3496 25 94San Bernardino, CA 223,728 25 22,865 19 345,151 19 1200 13 76
San Luis Obispo County, CA 281,639 19 47,390 25 823,375 25 2932 25 94
Santa Ana, CA 310,539 19 27,328 19 667,305 25 1623 19 82
Santa Clarita, CA 224,028 25 47,057 25 227,070 7 478 0 57
Santa Rosa, CA 175,845 25 46,804 25 380,043 19 1279 19 88
Scottsdale, AZ 244,394 25 77,594 19 715,872 25 2589 25 94
Sonoma County, CA 481,812 7 52,523 25 1,136,982 19 3890 19 70Spokane, WA 229,447 25 36,513 25 614,410 25 2037 25 100Stockton, CA 319,543 19 29,095 25 514,564 25 1487 19 88Surprise, AZ 158,285 25 37,518 25 284,380 13 1103 13 76
Tacoma, WA 222,906 25 41,788 25 1,331,776 13 3919 19 82
Tempe, AZ 189,834 25 40,495 25 597,195 25 2170 25 100
Thornton, CO 144,922 25 38,876 25 320,632 13 1112 13 76
Vancouver, WA 196,442 25 40,219 25 442,035 25 1339 19 94
Maui County, HI MGT Page 32
Maui County, HI
Criteria Comparisons - Sorted by Rank
Municipality Population Max.
Points
Income Per
Capita
Max.
Points
Total Exp.
(thousand)Max Points FTEs Max.
Points
Total
Points
Maui County 164,183 25 42,607 25 660,512 25 2440 25 100
Augusta-Richmond Co, GA 200,884 25 28,503 25 514,302 25 2897 25 100
Boise, ID 235,421 25 46,972 25 523,807 25 2001 25 100
Fort Collins, CO 170,376 25 43,495 25 587,462 25 1919 25 100Hawai'i County, HI 207,615 25 37,236 25 696,798 25 2555 25 100Spokane, WA 229,447 25 36,513 25 614,410 25 2037 25 100Tempe, AZ 189,834 25 40,495 25 597,195 25 2170 25 100
Chandler, AZ 280,167 19 48,987 25 573,360 25 1672 25 94
Columbus-Muscogee Co, GA 201,877 25 30,980 25 338,226 19 2845 25 94
Gilbert, AZ 275,411 19 46,964 25 452,228 25 1684 25 94
Glendale, AZ 253,855 19 30,316 25 571,244 25 1840 25 94
Glendale, CA 187,050 25 44,298 25 795,000 25 1605 19 94Kansas City-Wyandotte Co, KS 152,933 25 27,034 19 721,938 25 2414 25 94Lexington-Fayette Co, KY 320,154 19 40,953 25 667,879 25 2784 25 94North Las Vegas, NV 284,771 19 29,460 25 473,018 25 1651 25 94
Ontario, CA 182,457 25 29,332 25 575,089 25 1377 19 94
Oxnard, CA 198,488 25 28,845 25 451,672 25 1472 19 94
Roseville, CA 159,135 25 51,684 25 578,549 25 1328 19 94
Salt Lake City, UT 209,593 25 46,972 25 1,045,577 19 3496 25 94
San Luis Obispo County, CA 281,639 19 47,390 25 823,375 25 2932 25 94
Scottsdale, AZ 244,394 25 77,594 19 715,872 25 2589 25 94Vancouver, WA 196,442 25 40,219 25 442,035 25 1339 19 94Anchorage, AK 286,075 19 46,554 25 1,023,798 19 2483 25 88
Athens-Clarke Co, GA 128,628 25 30,043 25 285,463 13 1769 25 88
Aurora, CO 395,052 13 38,047 25 898,750 25 3434 25 88
Eugene, OR 177,899 25 39,081 25 375,443 19 1547 19 88
Henderson, NV 337,305 13 46,882 25 667,969 25 2731 25 88
Irvine, CA 314,621 19 59,354 25 463,721 25 1381 19 88
Modesto, CA 218,915 25 32,897 25 400,138 19 1326 19 88Peoria, AZ 198,750 25 42,627 25 394,604 19 1355 19 88Reno, NV 274,915 19 43,245 25 484,843 25 1440 19 88Riverside, CA 318,858 19 31,632 25 1,012,309 19 2626 25 88
Salem, OR 177,432 25 35,469 25 367,779 19 1323 19 88
Santa Rosa, CA 175,845 25 46,804 25 380,043 19 1279 19 88
Stockton, CA 319,543 19 29,095 25 514,564 25 1487 19 88
Bellevue, WA 151,574 25 85,845 13 514,513 25 1542 19 82
Maui County, HI MGT Page 33
Maui County, HI
Criteria Comparisons - Sorted by Rank
Municipality Population Max.
Points
Income Per
Capita
Max.
Points
Total Exp.
(thousand)Max Points FTEs Max.
Points
Total
Points
Maui County 164,183 25 42,607 25 660,512 25 2440 25 100
Chula Vista, CA 274,333 19 37,618 25 371,188 19 1398 19 82
Huntington Beach, CA 192,129 25 60,654 25 361,502 19 1003 13 82
Macon-Bibb Co, GA 156,512 25 30,115 25 243,409 7 2191 25 82
Marin County, CA 254,407 19 87,300 13 751,191 25 2506 25 82
Oceanside, CA 170,020 25 40,131 25 430,832 19 1056 13 82
Santa Ana, CA 310,539 19 27,328 19 667,305 25 1623 19 82Tacoma, WA 222,906 25 41,788 25 1,331,776 13 3919 19 82Anaheim, CA 340,512 13 35,331 25 1,336,249 13 2061 25 76Corona, CA 160,238 25 38,353 25 346,192 19 884 7 76
Fremont, CA 226,208 25 68,357 19 355,064 19 999 13 76
San Bernardino, CA 223,728 25 22,865 19 345,151 19 1200 13 76
Surprise, AZ 158,285 25 37,518 25 284,380 13 1103 13 76
Thornton, CO 144,922 25 38,876 25 320,632 13 1112 13 76
Billings, MT 120,864 25 40,679 25 234,761 7 1055 13 70
Kaua'i County, HI 73,851 13 39,372 25 309,185 13 1295 19 70Sonoma County, CA 481,812 7 52,523 25 1,136,982 19 3890 19 70Fontana, CA 215,465 25 30,351 25 280,767 13 646 0 63
Garden Grove, CA 168,234 25 31,132 25 274,543 13 662 0 63
Elk Grove, CA 178,444 25 42,764 25 233,739 7 421 0 57
Kent, WA 133,378 25 39,714 25 259,200 7 744 0 57
Rancho Cucamonga, CA 174,405 25 44,345 25 229,619 7 695 0 57
Santa Clarita, CA 224,028 25 47,057 25 227,070 7 478 0 57
Lancaster, CA 166,236 25 28,082 19 264,015 7 298 0 51Moreno Valley, CA 212,392 25 26,861 19 241,908 7 770 0 51Arvada, CO 121,414 25 52,932 25 211,130 0 769 0 50Lakewood, CO 155,961 25 48,299 25 178,794 0 806 0 50
Palmdale, CA 161,404 25 27,882 19 203,729 0 287 0 44
Salinas, CA 159,506 25 27,344 19 202,484 0 549 0 44
Honolulu County, HI 989,408 0 44,026 25 2,918,433 0 8096 0 25
Hawai'i State 1,435,138 0 42,683 25 15,189,728 0 48037 0 25
Maui County, HI MGT Page 34
Maui County, HI
Top Comparables
Municipality Population Max.
Points
Income Per
Capita
Max.
Points
Total Exp.
(thousand)Max Points FTEs Max.
Points
Total
Points
Maui County 164,183 25 42,607 25 660,512 25 2440 25 100
Augusta-Richmond Co, GA 200,884 25 28,503 25 514,302 25 2897 25 100
Boise, ID 235,421 25 46,972 25 523,807 25 2001 25 100
Fort Collins, CO 170,376 25 43,495 25 587,462 25 1919 25 100Hawai'i County, HI 207,615 25 37,236 25 696,798 25 2555 25 100Spokane, WA 229,447 25 36,513 25 614,410 25 2037 25 100Tempe, AZ 189,834 25 40,495 25 597,195 25 2170 25 100
Chandler, AZ 280,167 19 48,987 25 573,360 25 1672 25 94
Columbus-Muscogee Co, GA 201,877 25 30,980 25 338,226 19 2845 25 94
Gilbert, AZ 275,411 19 46,964 25 452,228 25 1684 25 94
Glendale, AZ 253,855 19 30,316 25 571,244 25 1840 25 94
Glendale, CA 187,050 25 44,298 25 795,000 25 1605 19 94Kansas City-Wyandotte Co, KS 152,933 25 27,034 19 721,938 25 2414 25 94Lexington-Fayette Co, KY 320,154 19 40,953 25 667,879 25 2784 25 94North Las Vegas, NV 284,771 19 29,460 25 473,018 25 1651 25 94
Ontario, CA 182,457 25 29,332 25 575,089 25 1377 19 94
Oxnard, CA 198,488 25 28,845 25 451,672 25 1472 19 94
Roseville, CA 159,135 25 51,684 25 578,549 25 1328 19 94
Salt Lake City, UT 209,593 25 46,972 25 1,045,577 19 3496 25 94
San Luis Obispo County, CA 281,639 19 47,390 25 823,375 25 2932 25 94
Scottsdale, AZ 244,394 25 77,594 19 715,872 25 2589 25 94Vancouver, WA 196,442 25 40,219 25 442,035 25 1339 19 94Anchorage, AK 286,075 19 46,554 25 1,023,798 19 2483 25 88
Henderson, NV 337,305 13 46,882 25 667,969 25 2731 25 88
Riverside, CA 318,858 19 31,632 25 1,012,309 19 2626 25 88
Honolulu County, HI 989,408 0 44,026 25 2,918,433 0 8096 0 25
Hawai'i State 1,435,138 0 42,683 25 15,189,728 0 48037 0 25
Maui County, HI MGT Page 35
APPENDIX C
Maui County, HI MGT Page 36
Maui County, HI
Appendix C - Detailed Salary Data
Mayor
Comparable
Community Title & Position Comments Actual
Salary:
Anchorage, AK-Adj.n/a
Boise, ID-Adj.Mayor 159,578
Chandler, AZ-Adj.n/a
Columbus-Muscogee Co, GA-Adj.n/a
Gilbert, AZ-Adj.Mayor 49,276
Glendale, AZ-Adj.n/a
Glendale, CA-Adj.n/a
Hawai'i County, HI Mayor 209,028
Hawai'i State n/a
Henderson, NV-Adj.Mayor 82,215
Honolulu County, HI Mayor 217,392
Lexington-Fayette Co, KY-Adj.n/a
Ontario, CA-Adj.n/a
Oxnard, CA-Adj.n/a
Riverside, CA-Adj.Mayor 84,583
Roseville, CA-Adj.Mayor ($650/mo stipend)
Salt Lake City, UT-Adj.Mayor 204,051
San Luis Obispo County, CA-Adj.n/a
Scottsdale, AZ-Adj.Mayor 68,922
Tempe, AZ-Adj.Mayor 80,603
Vancouver, WA-Adj.n/a
Maui County Mayor 159,578
Range Data
50th Percentile 84,583
60th Percentile 144,579
65th Percentile 168,473
70th Percentile 186,262
75th Percentile 204,051
80th Percentile 206,042
Strong Mayor?
Y
Y
N
N
Y
N
Y
N
Y
N
N
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 37
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Mayor (Edited)
Title & Position Comments Actual
Salary:
n/a
Mayor 159,578
n/a
n/a
Mayor
n/a
n/a
Mayor 209,028
n/a
Mayor
Mayor 217,392
n/a
n/a
n/a
Mayor
Mayor ($650/mo stipend)
Mayor 204,051
n/a
Mayor
Mayor
n/a
Mayor 159,578
206,540
208,033
208,779
209,864
211,119
212,374
Y
N
Y
N
Y
N
Strong Mayor?
Y
N
Y
N
N
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 38
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Councilmember
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Councilmember 36,411
n/a
n/a
Councilmember 21,012
n/a
Councilmember 17,160
Councilmember 90,024
n/a
Councilmember 68,140
Councilmember 117,360
n/a
n/a
n/a
Councilmember 45,145
Councilmember ($600/month stipend)
Councilmember 59,612
County Board Supervisor 101,302
Councilmember 41,468
Councilmember 39,618
n/a
Councilmember 80,299
Council Chair 86,336
45,145
59,612
63,876
68,140
79,082
90,024
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 39
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Councilmember (Edited)
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Councilmember 36,411
n/a
n/a
Councilmember
n/a
Councilmember
Councilmember 90,024
n/a
Councilmember
Councilmember 117,360
n/a
n/a
n/a
Councilmember
Councilmember ($600/month stipend)
Councilmember 59,612
County Board Supervisor 101,302
Councilmember
Councilmember
n/a
Councilmember 80,299
Council Chair 86,336
90,024
94,535
96,791
99,046
101,302
104,514
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 40
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Corporation Counsel
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Municipal Attorney 108,078 171,378
City Attorney 148,131 237,006 186,332
n/a
City Attorney 141,885 208,013
Town Attorney 210,268 315,636
n/a
City Attorney 265,856
City Attorney 197,004
Attorney General 188,400 188,400 188,400
Council & Commission Svcs Mgr 78,334 112,866
Corporation Counsel 199,776
Commissioner of Law 142,015 207,246
n/a
City Attorney 223,466 274,336
City Attorney 332,598
City Attorney 278,698
City Attorney 124,720 391,992
County Counsel 208,474 268,781
City Attorney 239,331 324,639
n/a
City Attorney 183,889 248,664 248,664
Corporation Counsel 173,073
166,010 242,835 224,220
186,596 260,734 252,102
191,411 269,614 258,120
202,452 272,670 264,137
208,923 284,661 269,067
209,909 307,376 273,561
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 41
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
First Deputy Corporation Counsel
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
City Attorney Senior Manager 146,542 203,652
Assistant City Attorney 118,615 170,358
Deputy Town Attorney 139,944 199,673
Chief Deputy City Attorney 142,520 203,855
Chief Assistant City Attorney 150,014 216,677
Assistant Corporation Counsel 187,668
Deputy Attorney General 163,896 173,316 173,316
n/a
First Deputy Cor Counsel 195,888
Managing Attorney 119,918 172,589
n/a
Chief Assistant City Attorney 183,873 214,179
Assistant City Attorney 156,568 198,123
Assistant City Attorney 174,536 237,084
Deputy City Attorney 119,504 239,197
Assistant County Counsel 176,712 227,063
Deputy City Attorney 152,106 198,337
n/a
Deputy City Attorney 159,632 214,810 214,820
First Deputy Corp Counsel 164,418
151,060 203,754 191,778
155,676 212,114 194,244
157,947 214,463 195,477
160,058 214,997 197,781
162,830 216,210 200,621
168,152 220,831 203,461
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 42
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Prosecuting Attorney
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
City Prosecutor 138,211 190,272
n/a
Town Prosecutor 123,412 174,854
City Prosecutor 130,734 185,087
n/a
Prosecuting Attorney 197,004
n/a
City Attorney 181,700 271,731
Prosecuting Attorney 206,040
n/a
n/a
n/a
n/a
n/a
n/a
District Attorney 263,440
n/a
City Attorney 236,876
City Prosecutor 132,305 177,034 177,034
Prosecuting Attorney 173,073
132,305 185,087 206,040
134,667 187,161 218,374
135,849 188,198 224,542
137,030 189,235 230,709
138,211 190,272 236,876
146,909 206,564 242,189
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 43
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
First Deputy Prosecuting Attorney
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Asst City Prosecutor Senior 122,709 168,901
n/a
Asst Town Prosecutor III 109,276 155,265
Sr Asst City Prosecutor 110,299 156,656
n/a
First Deputy Prosecuting Attorney 187,668
n/a
Sr Asst City Atty-Civil Division 144,229 212,724
First Deputy Prosecuting Attorney 195,888
n/a
n/a
n/a
n/a
Deputy City Attorney 127,612 168,337
n/a
Assistant District Attorney 173,441 222,481
Supervising Asst City Pros 140,027 180,819
Deputy City Attorney 163,320 212,591 190,429
Assistant City Attorney II 120,505 161,111 144,759
First Dep Prosecuting Attorney 164,418
127,612 168,901 189,049
137,544 178,435 189,877
140,867 187,173 190,291
142,548 199,882 190,975
144,229 212,591 191,794
151,865 212,644 192,613
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 44
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
County Auditor
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Internal Auditor 73,448 155,920
Director of Internal Audit 114,906 163,268 133,743
n/a
n/a
n/a
n/a
n/a
County Auditor 162,540
n/a
City Auditor 129,294 188,905
County Auditor 194,208
Director Internal Audit 114,815 165,169
City Auditor 119,566 142,496
n/a
n/a
n/a
n/a
n/a
City Auditor 172,175 229,716
City Auditor 151,409 194,230 182,964
n/a
County Auditor 159,370
119,566 165,169 172,752
125,403 179,411 178,879
128,321 186,531 181,943
133,717 189,970 184,088
140,352 191,568 185,775
146,986 193,165 187,462
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 45
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
County Clerk
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Municipal Clerk 103,651 143,339
Director City Clerks Office 116,372 180,515 139,612
n/a
Town Clerk 153,556 222,827
n/a
City Clerk 117,470
County Clerk 162,540
n/a
City Clerk 134,077 196,538
County Clerk 194,208
n/a
n/a
City Clerk 115,661 155,714
City Clerk 172,344 234,860
City Clerk 132,979 175,660
n/a
County Clerk-Recorder 163,042
City Clerk 165,153 218,740
City Clerk 171,503
n/a
County Clerk 173,073
133,528 188,527 162,791
137,973 200,978 163,042
144,790 208,749 165,157
151,608 216,520 167,273
156,455 219,762 169,388
160,514 221,192 171,503
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 46
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy County Clerk
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Deputy County Clerk
Deputy City Clerk 96,495 134,057
n/a
Deputy Town Clerk 88,588 127,041
Deputy City Clerk 95,801 138,326
Assistant City Clerk 81,694 112,907
Deputy County Clerk 146,292
n/a
Deputy City Clerk 59,127 84,830
n/a
n/a
Asst City Clerk/Records Mgmt Dir 157,536 208,550
n/a
Assistant City Clerk 96,108 144,175
Assistant City Clerk 93,397 121,882
n/a
n/a
Deputy City Clerk 103,668 135,048
Deputy City Clerk 118,133 151,324 138,362
n/a
Deputy County Clerk 164,418
95,955 134,553 142,327
96,263 136,359 143,120
96,437 137,834 143,517
98,647 140,081 143,913
101,875 142,713 144,310
106,561 145,605 144,706
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 47
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director of Finance
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Chief Fiscal Officer 90,869 177,260
Finance Director 131,284 206,349 173,672
Deputy City Mgr/CFO 184,799 249,692
Director of Finance 118,615 170,358
Finance & Mgmt Svcs Director 152,781 221,487
Director Budget & Finance 154,674 224,852
Director of Finance 140,567 205,942
Director of Finance 170,652
Director of Budget & Finance 188,400 188,400 188,400
Director 143,289 211,238
Dir Budget and Fiscal Services 194,208
Commissioner of Finance 149,346 217,241
Executive Director Finance 204,778 276,540
n/a
Finance Director 166,345 242,013
Assistant City Manager/CFO 176,206 239,595
Chief Financial Officer 124,720 391,992
Aud-Cont-Treas-Tax Collector 226,179
City Treasurer 196,769 266,048
Financial Services Director 181,156 240,086 181,156
Chief Financial Officer 167,334 225,547 225,547
Director of Finance 159,466
154,674 224,852 188,400
166,938 233,976 191,885
170,883 239,791 193,627
177,196 240,471 200,476
181,156 242,013 209,878
184,070 248,156 219,279
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 48
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director of Finance
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Financial Services Asst Dir 138,211 190,272
Assistant Finance Director 99,432 142,910
Financial Services Officer 121,491 172,170
Assistant Director of Finance 120,043 170,178
Assistant Director of Finance 125,691 175,998
Deputy Director of Finance 162,516
Deputy Dir Budget & Finance 163,896 173,316 173,316
Assistant Director of Finance 123,263 179,640
Dep Dir Budget & Fiscal Svcs 184,272
Deputy Chief Finance 119,918 172,589
Assistant Finance Director 157,536 208,550
n/a
Deputy Finance Director 143,171 171,607
Assistant Finance Director 135,717 179,396
Deputy Chief Financial Officer 114,567 227,550
n/a
Assistant City Treasurer 146,047 188,867
n/a
Deputy Director of Finance 138,658 185,606
Deputy Director of Finance 143,518
130,704 177,697 173,316
137,712 179,591 175,507
138,412 182,325 176,603
139,109 185,932 177,698
142,043 188,052 178,794
144,321 189,429 179,890
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 49
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Managing Director
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Municipal Manager 106,913 199,033
Chief of Staff, Mayor's Office 148,131 237,006 202,436
n/a
City Manager 169,106 256,807
Town Manager 259,678 389,752
n/a
City Manager 326,593
Managing Director 197,496
n/a
City Manager/CEO 225,387 337,645
Managing Director 207,912
Chief Administrative Officer 155,976 227,741
City Manager 293,299 394,252
City Manager 260,553 319,790
n/a
City Manager 325,374
Chief Administrative Officer 124,720 391,992
County Administrative Officer 230,837 297,300
City Manager 291,051 393,401
Mayor/Council Chief of Staff 123,888 158,442 148,886
n/a
Managing Director 172,154
197,247 308,545 205,174
228,657 330,503 207,912
235,163 345,461 237,278
251,026 374,120 266,643
259,897 390,312 296,009
260,378 391,544 325,374
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 50
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Managing Director
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Assistant City Manager 197,364 267,217
Deputy City Manager 141,885 208,013
Assistant Town Manager 186,128 279,262
Assistant City Manager 182,677 273,523
Assistant City Manager 120,760 234,863
Deputy Managing Director 170,676
n/a
COO/Assistant City Manager 161,808 240,407
Deputy Managing Director 197,136
Deputy Chief Admin Officer 138,905 188,657
Assistant City Manager 204,778 276,540
Assistant City Manager 223,466 274,336
Deputy City Manager 135,803 189,940
Acting City Manager 230,061
Deputy Chief Admin Officer 114,567 227,550
Asst County Admin Officer 183,105 235,964
Assistant City Manager 172,175 229,716
n/a
n/a
Deputy Managing Director 154,939
172,175 235,964 197,136
182,763 245,769 203,721
183,019 261,855 207,014
184,314 269,739 210,306
186,128 273,523 213,599
192,870 274,011 216,891
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 51
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Personnel Services
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Human Resources Director 90,869 177,260
Human Resources Director 131,284 206,349 167,396
Human Resources Director 165,110 217,982
Human Resources Director 118,615 170,358
Chief People Officer 142,432 203,689
Human Resources Director 148,486 214,098
Chief HR Officer 139,969 200,555
Director of Human Resources 165,384
Dir HR Development 179,436
n/a
Director of Human Resources 194,208
Human Resources Director 138,905 188,657
Exec Dir HR Risk Management 176,568 237,164
n/a
Human Resources Director 166,305 234,105
Director of Human Resources 151,998 203,188
Chief HR Officer 124,720 391,992
Human Resources Director 161,652 206,052
Human Resources Director 165,153 218,740
Human Resources Director 171,626 225,396 197,261
Human Resources Director 167,334 225,547 209,674
Director Personnel Services 155,080
150,242 210,224 186,822
161,652 217,982 194,208
164,246 218,551 194,971
165,132 222,068 195,735
165,441 225,434 196,498
166,305 225,547 197,261
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 52
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Personnel Services
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Human Resources Manager 115,743 159,484
Assistant Human Resources Dir 99,432 142,910
Deputy Chief People Officer 113,981 161,678
Assistant Human Resources Dir 125,258 177,451
Assistant Human Resources Dir 120,527 168,370
Deputy Dir Human Resources 157,668
Deputy Dir HR Development 156,096 165,048 165,048
n/a
n/a
n/a
Asst HR Risk Management Dir 150,550 198,026
n/a
n/a
Asst Human Resources Director 123,309 162,466
Deputy Chief HR Officer 109,774 178,361
Deputy Dir Human Resources 138,520 174,790
Human Resources Manager 123,137 159,557
n/a
Deputy Human Resources Dir 138,658 185,606 171,071
Deputy Director Personnel Svcs 139,571
123,223 166,709 165,048
124,478 172,222 166,253
127,247 175,189 166,855
134,541 176,653 167,457
138,555 177,679 168,060
138,630 178,179 168,662
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 53
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Liquor Control
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Director Liquor Control 162,540
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Director Liquor Control 161,063
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 54
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Liquor Control
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Deputy Director Liquor Control 144,956
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 55
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Agriculture
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Director Agriculture 179,436 179,436 179,436
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Agriculture Comm/Sealer 142,724 180,241
n/a
n/a
n/a
Director Agriculture 119,700
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 56
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Agriculture
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a -
Deputy Director Agriculture 156,096 165,048 165,048
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Asst Ag Comm/Sealer 122,651 154,223
n/a
n/a
n/a
Deputy Director Agriculture 107,730
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 57
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Environmental Mgmt
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Gen'l Mgr Water/WW Utility 90,869 177,260
n/a
n/a
n/a
Wastewater Manager 113,013 160,328
Director, Water Services 154,674 224,852
n/a
Director Environmental Mgmt 170,676
n/a
n/a
Dir of Environmental Services 194,208
Director Water Quality 125,278 180,381
Utilities General Manager 227,077 306,167
n/a
Dep Dir PW-WW Systems 154,346 205,299
Environmental Utilities Dir 178,156 242,526
Dir Pub Utilities (Water & WW)124,720 391,992
Dep Dir PW-Resources 139,230 175,714
n/a
Deputy Mun Util Dir-Field Ops 148,677 190,016 161,596
n/a
Director Environmental Mgmt 169,333
143,954 197,658 170,676
150,945 213,120 175,382
153,496 221,919 177,736
154,444 230,154 180,089
154,592 238,108 182,442
159,370 255,254 184,795
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 58
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Environmental Mgmt
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
Deputy Director Water Services 130,734 185,087
n/a
Deputy Dir Environmental Mgmt 162,540
n/a
n/a
Deputy Dir Environmental Svcs 184,272
Deputy Director Water Quality 114,815 165,169
Asst GM-Utilities Eng & Ops 180,630 243,419
n/a
Wastewater Operations Mgr 128,027 152,963
Asst Environmental Utilities Dir 143,865 190,957
Dep Dir Pub Utilities (Water/WW)114,567 227,550
Division Manager-Utilities 128,700 155,831
n/a
n/a
n/a
Dep Dir Environmental Mgmt 152,401
128,700 185,087 173,406
129,920 188,609 175,579
130,531 190,370 176,666
133,360 198,276 177,752
137,300 209,254 178,839
141,239 220,231 179,926
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 59
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Chief of Police
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Police Chief 148,131 237,006 218,795
Police Chief 224,064 248,227
Police Chief 133,436 193,387
Police Chief 183,996 275,569
Police Chief 182,677 273,523
Police Chief 189,224 263,873
Police Chief 197,052
n/a
Police Chief 207,031 237,955
Police Chief 239,976
Commissioner Public Safety 142,015 207,246
Police Chief 278,744 374,892
Police Chief 199,957 275,346
Police Chief 272,467 381,501
Police Chief 182,599 249,210
Police Chief 124,720 391,992
Sheriff-Coroner 251,163
Police Chief 223,651 246,634
Police Chief 202,229 269,314 233,410
Police Chief 183,889 248,664
Chief of Police 183,889
186,610 256,542 233,410
199,957 269,314 236,036
201,661 272,471 237,350
204,630 274,435 238,663
211,186 275,402 239,976
223,651 275,569 242,213
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 60
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Chief of Police
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Deputy Chief of Police 152,663 221,209 193,320
Assistant Police Chief 208,312 218,146
n/a
Assistant Police Chief 160,571 234,982
Assistant Police Chief 154,674 224,852
Assistant Police Chief 169,282 234,967
Deputy Chief of Police 187,668
n/a
Deputy Police Chief 188,290 216,402
Deputy Chief of Police 228,864
n/a
Deputy Police Chief 252,811 340,420
Assistant Police Chief 149,914 222,058
Assistant Police Chief 183,859 243,787
Assistant Police Chief 161,378 217,294
Deputy Chief of Police 109,774 178,361
Undersheriff 175,307 225,085
Assistant Police Chief 193,097 212,964
Assistant Police Chief 169,116 221,525 219,635
Deputy Police Chief 167,334 225,547 225,547
Deputy Chief of Police 174,694
169,116 222,058 219,635
171,692 224,945 222,000
176,162 225,131 223,182
182,149 225,455 224,365
186,075 230,257 225,547
189,251 234,970 226,210
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 61
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Fire Chief
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Fire Chief 148,131 237,006 203,185
Fire Chief 224,064 248,227
n/a
Fire Chief 164,823 242,349
Fire Chief 175,156 260,450
Fire Chief 184,371 256,618
Fire Chief 194,400
n/a
Fire Chief 207,031 237,955
Fire Chief 232,368
n/a
Fire Chief 264,865 356,444
Fire Chief 143,247 240,807
Fire Chief 196,738 303,299
Fire Chief 166,088 224,256
Fire Chief 124,720 391,992
n/a
Fire Chief 172,175 229,716
Fire Chief 188,172 250,619 233,410
Fire Chief 183,889 248,664 248,664
Fire Chief 183,889
179,523 248,446 232,368
184,275 250,228 232,785
186,081 253,319 232,993
189,029 257,001 233,202
194,597 259,492 233,410
200,855 277,590 236,461
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 62
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Fire Chief
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Asst Fire Chief 152,663 221,209 172,773
Assistant Fire Chief 170,023 185,191
n/a
Assistant Fire Chief 135,986 193,288
Assistant Fire Chief 142,520 203,855
Assistant Fire Chief 178,519 237,268
Deputy Fire Chief 184,680
n/a
Deputy Fire Chief 188,290 216,402
Deputy Fire Chief 221,592
n/a
Chief Deputy 252,811 340,420
Assistant Fire Chief 127,490 194,957
n/a
Assistant Fire Chief 139,669 184,790
Assistant Fire Chief 109,774 178,361
n/a
Assistant Fire Chief 146,047 188,867
Assistant Fire Chief 179,972 193,636 186,266
Deputy Fire Chief 159,632 214,810 214,810
Deputy Fire Chief 174,694
152,663 194,957 186,266
161,710 206,046 197,684
167,945 212,619 203,392
173,421 215,447 209,101
178,519 216,402 214,810
179,391 219,286 216,166
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 63
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Human Concerns
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Director Health & Human Svcs 90,869 177,260
n/a
n/a
n/a
n/a
n/a
n/a
Dir of Research and Develop 154,800
n/a
Comm Dev & Services Director 138,066 202,904
n/a
Commissioner Social Services 136,813 197,725
n/a
n/a
Dir Housing & Human Svcs 166,345 242,013
n/a
n/a
County Social Services Dir 179,872 231,422
Human Services Dept Dir 123,137 159,557
n/a
n/a
Director Human Concerns 155,392
137,440 200,315 154,800
138,066 202,904 154,800
145,136 210,034 154,800
152,206 217,163 154,800
159,275 224,293 154,800
166,345 231,422 154,800
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 64
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Human Concerns
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Deputy Dir Research & Dev 139,320
n/a
Asst Dir Comm Dev & Svcs 119,695 174,217
n/a
n/a
n/a
n/a
Dep Dir Housing Human Svcs 141,381 169,405
n/a
n/a
Asst Social Services Director 153,910 195,275
Human Services Manager 103,668 135,048
n/a
n/a
Deputy Dir Human Concerns 139,853
130,538 171,811 139,320
137,044 173,255 139,320
140,297 173,976 139,320
142,634 176,323 139,320
144,513 179,482 139,320
146,393 182,640 139,320
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 65
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Cultural Resources
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Cultural Development Director 165,110 217,982
n/a
n/a
n/a
n/a
n/a -
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Director Cultural Resources 119,700
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 66
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Cultural Resources
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Cultural Arts Manager 122,709 168,901
n/a
n/a
n/a
n/a
n/a -
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Deputy Dir Cultural Resources 107,730
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 67
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Parks and Recreation
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Director Parks and Recreation 90,869 177,260
Parks and Recreation Director 148,131 237,006 193,653
Comm Svcs Asst Dir-Parks Rec 138,211 190,272
Director Parks and Recreation 111,915 160,355
Parks and Recreation Director 140,034 208,752
Dir Public Facilities & Events 148,486 214,098
Dir Comm Svcs & Parks 118,521 208,917
Director Parks and Recreation 165,540
n/a
Director Parks and Recreation 125,690 183,328
Director Parks and Recreation 194,208
Director Parks and Recreation 138,905 188,657
n/a
n/a
Parks, Rec & Comm Svcs Dir 158,982 229,916
Parks Recreation & Libraries Dir 159,263 214,114
n/a
Director Parks and Recreation 126,818 159,638
n/a
Dep Comm Svcs Dir-Parks Rec 136,911 174,550 151,119
Parks and Recreation Director 167,334 225,547 182,756
Director Parks & Recreation 156,332
138,558 199,512 182,756
139,808 208,884 187,115
143,678 211,248 189,294
148,167 214,100 191,474
148,397 214,110 193,653
152,684 218,687 193,764
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 68
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Parks and Recreation
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
Parks Ops & Maint Sr Manager 122,709 168,901
Asst Director Parks and Rec 93,970 135,037
Asst Parks & Rec Director 120,646 170,991
Asst Dir Public Fac & Events 120,043 170,178
Asst Dir Comm Svcs & Parks 120,527 168,370
Deputy Director Parks and Rec 157,668
n/a
Asst Director Parks and Rec 111,482 161,732
Deputy Director Parks & Rec 184,272
Deputy Director Parks & Rec 105,458 151,369
n/a
n/a
Dep Dir Parks Rec Comm Svcs 141,381 169,405
n/a
n/a
Asst Director Parks and Rec 109,143 136,828
n/a
n/a
n/a
Deputy Dir Parks & Rec 140,700
120,043 168,370 170,970
120,430 168,795 173,630
120,551 169,002 174,961
120,598 169,203 176,291
120,646 169,405 177,621
121,471 169,714 178,951
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 69
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Planning
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Director Planning 90,869 177,260
Planning & Dev Services Dir 148,131 237,006 187,367
Development Services Director 165,110 217,982
Deputy City Mgr-Planning 141,885 208,013
Development Services Director 139,944 199,673
Development Services Director 148,486 214,098
Community Development Dir 152,130 205,190
Director Planning 170,676
n/a
Dir Economic Dev & Tourism 126,864 185,113
Director Planning & Permitting 194,208
Commissioner Planning & Pres 136,813 197,725
Exec Dir Community Dev 227,077 306,167
n/a
Comm & Econ Dev Director 166,345 242,013
Development Services Director 159,262 214,112
Planning Division Director 105,079 170,684
Director Planning & Building 169,062 216,366
Planning & Dev Services Dir 165,153 218,740
Community Development Dir 165,255 215,574 190,594
Community Development Dir 167,334 225,547 225,547
Director Planning 158,996
152,130 214,112 190,594
162,771 216,049 192,040
165,127 217,012 192,762
165,173 218,134 193,485
165,255 218,740 194,208
166,127 224,186 200,476
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 70
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Planning
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Deputy Planning Director 126,540 179,287 142,013
Planning Senior Manager 122,709 168,901
Director Planning 111,915 160,355
Planning Manager 116,873 165,720
n/a
Assistant Dir Comm Dev 124,076 173,608
Deputy Director Planning 162,540
n/a
Economic Development Mgr 98,361 142,236
Dep Dir Planning & Permitting 184,272
Director Planning 138,905 188,657
Planning Director 164,819 219,611
n/a
Dep Dir Comm & Econ Dev 161,154 194,404
Planning Manager 125,605 165,598
n/a
Deputy Dir Planning & Building 128,748 162,132
Planning & Dev Area Director 134,129 173,352
Deputy Comm Dev Dir-Planning 142,902 181,961 166,393
Deputy Dir Comm Dev 138,658 185,606 181,947
Deputy Director Planning 143,097
127,644 173,480 166,393
133,053 178,151 172,615
136,167 180,490 175,725
138,683 182,326 178,836
138,843 184,695 181,947
140,504 186,826 182,412
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 71
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Housing
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Director Housing
Neighborhood Resources Dir 165,110 217,982
Dir Community Reinvestment 105,276 151,050
n/a
n/a
Deputy Director Housing 107,576 149,430
Housing Administrator 162,540
n/a
n/a
n/a
Comm Housing Adv & Comm Dev 136,813 197,725
Housing Services Director 137,672 179,421
n/a
Dir Housing & Human Svcs 166,345 242,013
Director Housing
Dep Dir Comm & Neighborhoods 105,079 170,684
n/a
n/a
Human Services Manager 115,295 147,813 120,923
Dir of Econ Prosperity & Housing 167,334 225,547 229,332
Director Housing 155,392
136,813 179,421 162,540
137,500 194,064 175,898
143,160 201,776 182,578
154,135 209,879 189,257
165,110 217,982 195,936
165,604 221,008 202,615
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 72
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Housing
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Dir Housing & Homelessness 95,039 135,526 115,539
Housing & Redev Sr Manager 115,743 159,484
Asst Dir Comm & Real Estate 88,865 127,681
n/a
n/a
n/a
Asst Housing Administrator 89,232 164,376
n/a
n/a
n/a
n/a
n/a
n/a
Dep Dir Housing Human Svcs 141,381 169,405
Housing Manager 108,137 141,773
Div Dir Housing & Neigh Dev 96,332 156,432
n/a
n/a
n/a
Dep Dir Econ Prosperity & Hous 138,658 185,606 179,557
Deputy Director Housing 139,853
102,235 157,958 147,548
109,658 160,462 153,950
112,320 162,175 157,151
114,982 163,887 160,352
121,472 165,633 163,553
129,492 167,393 166,753
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 73
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Public Works
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
Public Works Director 148,131 237,006 217,297
Public Works & Utilities Dir 165,110 217,982
Director Public Works 118,615 170,358
Public Works Director 148,932 214,816
Director Field Operations 154,674 224,852
Director Public Works 150,840 206,572
Director Public Works 170,460
n/a
Director Public Works 146,388 216,125
Director of Facility Maintenance 194,208
Commissioner PW & Env Svcs 136,813 197,725
Executive Director Public Works 204,778 276,540
n/a
Public Works Director 166,345 242,013
Public Works Director 159,265 214,118
Director Public Services 124,720 391,992
Director Public Works/Trans 172,240 220,786
Public Works Exec Director 165,153 218,740
Municipal Util Director 181,996 241,382 197,015
Director Public Works 175,448 236,820 209,674
Director Public Works 169,333
156,970 219,763 197,015
165,110 224,852 202,079
165,142 233,828 204,610
165,749 236,913 207,142
167,819 238,100 209,674
172,240 241,382 211,199
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 74
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Public Works
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
PW & Utilities Assistant Dir 138,211 190,272
n/a
Assistant Public Works Dir 130,067 184,152
Deputy Dir Field Operations 130,734 185,087
Assistant Dir Public Works 134,862 190,086
Deputy Director Public Works 162,348
n/a
Assistant Dir Public Works 132,712 194,361
Dep Dir Facility Maintenance 184,272
n/a
n/a
n/a
Deputy Public Works Director 154,346 205,299
Assistant Public Works Dir 134,013 177,071
Dep Dir Public Services 109,774 178,361
Deputy Director Public Works 139,230 175,714
Public Works Dept Director 123,137 159,557
n/a
Deputy Director Public Works 152,303 204,573 vacant
Deputy Director Public Works 152,401
134,013 185,087 173,310
134,862 190,086 175,502
136,537 190,179 176,599
138,211 190,272 177,695
138,721 192,317 178,791
139,230 194,361 179,887
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 75
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Transportation
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Public Transportation Director 73,448 155,920
n/a
n/a
Director Transportation 111,915 160,355
n/a
Director Transportation 154,674 224,852
Traffic & Transportation Admin 113,124 157,443
Mass Transit Administrator 89,232 164,376
Director Transportation 179,436 179,436 179,436
n/a
Director Transportation Services 194,208
n/a
n/a
n/a
n/a
n/a
Division Director Transportation 105,079 170,684
n/a
Transportation & Streets Dir 140,027 180,819
Sustainability & Resilience Dir 150,081 192,182 192,182
Transportation Div Manager 138,658 185,606 184,657
Director Transportation 146,307
125,891 175,060 188,420
139,206 179,989 190,677
139,822 180,612 191,806
143,043 182,255 192,385
147,568 184,409 192,689
151,000 186,921 192,992
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 76
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Transportation
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
Deputy Director Transportation 130,734 185,087
n/a
Asst Mass Transit Administrator 82,500 151,980
Deputy Director Transportation 156,096 165,048 165,048
n/a
Dep Dir Transportation Services 184,272
n/a
n/a
n/a
n/a
Alternative Transportation Mgr 120,834 159,087
n/a
n/a
Transportation Planning Mgr 118,023 153,046
Deputy Eng & Transp Director 157,574 203,732 192,618
n/a
Deputy Director Transportation 131,676
125,784 162,068 184,272
130,734 165,048 185,941
137,075 170,058 186,776
143,415 175,068 187,610
149,756 180,077 188,445
156,096 185,087 189,280
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 77
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Director Water Supply
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
Gen'l Mgr Water/WW Utility 90,869 177,260
Director Water Supply
n/a
n/a
Water Resources Manager 119,429 169,290
Director, Water Services 154,674 224,852
Chief Asst GM, Water Services 139,815 198,814
Manager-Chief Engineer 175,980
n/a
Director of Utility Services 145,474 216,260
Manager and Chief Engineer 199,518
n/a
Utilities General Manager 227,077 306,167
n/a
Utilities Asst GM-Water Delivery 163,578 213,013
n/a
Dir Pub Utilities (Water & WW)124,720 391,992
Dep Dir PW-Resources 139,230 175,714
Water Resources Exec Dir 165,153 218,740
Deputy Mun Util Dir - Water Utility 170,767 224,071
Utilities Engineering Manager 138,658 185,606 162,139
Director Water Supply 165,263
142,645 214,637 175,980
150,994 217,748 180,688
156,010 219,540 183,041
160,907 222,472 185,395
163,972 224,266 187,749
164,838 224,696 190,103
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 78
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Deputy Director Water Supply
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
Deputy Director Water Services 130,734 185,087
n/a
Deputy Director Water Supply 167,220
n/a
Deputy Dir - Utility Eng and Admin 132,480 193,990
Deputy Manager 190,449
n/a
Asst GM-Utilities Eng & Ops 180,630 243,419
n/a
Utilities Water Sys Ops Mgr 154,679 185,656
n/a
Dep Dir Pub Utilities (Water/WW)114,567 227,550
Division Manager-Water 123,870 155,831
Water Resources Assistant Dir 152,106 198,337
n/a
n/a
Deputy Director Water Supply 147,511
132,480 193,990 178,834
144,256 196,598 181,157
150,143 197,902 182,319
152,621 204,180 183,480
153,393 212,944 184,642
154,164 221,707 185,803
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 79
Maui County, HI
Appendix C - Detailed Salary Data
Comparable
Community
Anchorage, AK-Adj.
Boise, ID-Adj.
Chandler, AZ-Adj.
Columbus-Muscogee Co, GA-Adj.
Gilbert, AZ-Adj.
Glendale, AZ-Adj.
Glendale, CA-Adj.
Hawai'i County, HI
Hawai'i State
Henderson, NV-Adj.
Honolulu County, HI
Lexington-Fayette Co, KY-Adj.
Ontario, CA-Adj.
Oxnard, CA-Adj.
Riverside, CA-Adj.
Roseville, CA-Adj.
Salt Lake City, UT-Adj.
San Luis Obispo County, CA-Adj.
Scottsdale, AZ-Adj.
Tempe, AZ-Adj.
Vancouver, WA-Adj.
Maui County
Range Data
50th Percentile
60th Percentile
65th Percentile
70th Percentile
75th Percentile
80th Percentile
Water Authority Director
Title & Position Comments Minimum
Rate:
Maximum
Rate:
Actual
Salary:
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Deputy Dir of Utility Services 134,725 197,572
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
n/a
Water Authority Director 149,000
*Participant Data was adjusted for the Cost of Labor differences between geographic areas
Maui County, HI MGT Page 80
APPENDIX D
Maui County, HI MGT Page 81
Maui County, HI
Appendix D - Detailed Benefit Data
Health - Employee
Only Health - Family
Comparable Community HMO PPO HSA Other Employer Percentage Employer
Percentage
Boise, ID X X 100%100%
Hawai'i County, HI X X X 60%60%
Hawai'i State X X 60%60%
Henderson, NV X X 92%79%
Honolulu County, HI X X X 46%-90%46%-90%
Roseville, CA X X
Tempe, AZ X 100%70%
Vancouver, WA X X 90%80%
Maui County X X 90%90%
Average:83.6%74.8%
100% The City provide cafeteria and flex credits of up
to $2265/monthly to use towards medical, dental and
vision. Some EEs use that for health only, as an EE
only; the remaining funds can cover dental and vision.
For other EEs the full amount will apply towards
medical, and dental/vision will be out of pocket cost.
Health - Type of Plan
Maui County, HI MGT Page 82
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Dental - Employee Only Dental - Family Vision - Employee
Only Vision - Family
Employer Percentage Employer Percentage Employer
Percentage
Employer
Percentage
50%50%
60%60%60%60%
60%60%60%60%
92%79%92%79%
60%60%60%60%
100%70%100%70%
90%80%90%80%
90%90%90%90%
73.1%65.5%
Maui County, HI MGT Page 83
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Life Insurance - Employee
Employer Percentage & Amount of Employee Coverage
Basic life insurance is offered up to $50,000 for eligible employees, optional up to $500,000
Basic dependent at spouse $5,000 and children at $2,500 and optional at $250,000 or 50% of
optional employee purchased and children an additional $5,000 or $10,000
Life insurance benefit is $33,770*
*Age reductions apply. Coverage reduces to $21,951 at ages 65-69, $15,197 at ages 70-74, $10,131
at ages 75-79 and $6,754 at ages 80 and over.
100% paid by employer, $33,770
City pays for Basic Life Insurance which is 1(x) annual salary minimum $50,000 and Accident Death
and Dismemberment. City pays 100% of this cost.
$33,770 for active employees under the age of 65. The benefit will be reduced for employees age
65 and over
Two times annual salary
1x annual salary provided at no cost to the employee
Police Officers and Sergeants – 1x annual salary plus $50,000
Firefighters, Engineers, and Captains – 1x annual salary plus $75,000
Up to $300,000
100% paid by employer, $33,770
Maui County, HI MGT Page 84
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Do you
offer an
HSA?
If yes, do you make contributions on behalf of the employee?
Yes We do offer an FSA, but we don't make contributions on behalf of
employees.
Yes We offer flexible spending accounts. No contributions on behalf
of employee.
Yes We do not contribute on behalf of the employee.
Yes
1. FSA-Offered, no City contribution
2. HSA- Employees who are enrolled in the Consumer Driven
Health Plan will receive $500 for Employee Only or $1,000 for
Employee+ one more dependent
3. Retirement HSA (Post-employment benefit; all FT employees
are enrolled in this plan. Non-Rep Funding - (1% of gross wages -
$24.20 is deferred to the Retiree Health Subsidy)
Yes The City has a Flexible Savings Plan. The City does not make any
contributions on behalf of the employee.
Yes We do offer the option for employees to self enroll. There is not
an employer contribution.
Yes
We offer flexible spending plans, and only the employee
contributes to those.
The city contributes $677.04 annually to a mediflex account. The
employee does not contribute to this account.
Yes $1,600
Yes We don't make contributions on behalf of employees.
Health - Other
Maui County, HI MGT Page 85
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Deferred Compensation
Does your agency offer any deferred compensation programs? If yes,
do you make any contributions on behalf of the employee, and how
much?
Yes, and the match from the city is paid up to a percentage of
employee base wages per pay period (depends on position in city)
Yes, no contributions on behalf of employee.
Yes, we offer deferred compensation program. We do not contribute
on behalf of the employee.
Yes, FLSA exempt non-represented employees. This is dollar to dollar
match (pre-tax only, no Roth). This is yearly maximum. $2,000-
Management, $2,500- Executive
Yes, the City has a Deferred Compensation Program. The City does not
make any contributions and no matching on behalf of the employee.
Yes. The employer contributes 3% after five years.
457 and 401k plans are offered. City match varies by employee group.
UAEA: < 7 yrs $25/pay period; 7-15 yrs $40/pp; >15 yrs $60/pp
Police Officers & Sergeants: City will match up to $60/pp
FFs, Engineers & Captains: Sworn Members who have graduated from
the Fire Academy $100/pp
9.40%
Yes, we offer deferred compensation program. We do not contribute
on behalf of the employee.
Maui County, HI MGT Page 86
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Sick Leave Personal Days Holidays
Number of sick days
granted to employees
per year
Number of personal days granted
to employees per year
Number of holidays granted per
year
12 2 11
21 hours upon hire
and per year 21 hours upon hire and per year 13 (14 if election year)
21 n/a 13 (14 if election year)
0 2 13
21 n/a 13 (14 in election years)
12
Management employees receive
up to an additional 100 hours
annually, based on department
recommendation (prorated for
those after a 1/1 start date)
10
8 1 day; Fire employees are offered
4 personal leave days 13
PTO Bank PTO Bank 11
21 21 13 (14 if election year)
Maui County, HI MGT Page 87
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
At (1) Year of
Service
At (5) Years of
Service
At (10) Years of
Service
At (15) Years
of Service
At (20) Years
of Service
At (25) Years
of Services
15 18 21 24 27 27
21 21 21 21 21 21
Management group
1 – monthly hourly
accrual 23.75,
Management group
2- monthly hourly
accrual 20.59
Management
group 1- monthly
hourly accrual
23.75.
Management
group 2- monthly
hourly accrual
20.59
Management
group 1 monthly
hourly accrual
23.75,
Management
group 2- monthly
hourly accrual
23.75
same as
above 10 yrs
same as
above 10 yrs
same as
above 10 yrs
21 21 21 21 21 21
12 14 16 18 21 21
9.33 11.33 13.33 16.67 18 18
22.5 27.5 20.33 33.5 36.5 39.5
16.8 18.8 18.8 22.4 24.1 24.6
Vacation
Maui County, HI MGT Page 88
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
EAP/Wellness
Do you offer an EAP and/or other similar wellness program for employees? If yes, please describe:
Yes, we offer an EAP to employees with 1-6 sessions per incident per program year. Our wellness program is offered through
Virgin Pulse and acts as a reward program, where employees can earn $100 each quarter and an additional $100/FY for
completing biometric screening.
Yes, EAP. This voluntary assistance program provides employees and their family members with free professional and
confidential assistance in overcoming personal and work-related problems.
Yes, we offer an employee assistance program that provide free, confidential, short-term professional counseling services to
employees seeking assistance and resolution to their personal problems.
Yes. The Employee Health and Wellness Center was created to ensure Henderson employees receive accessible and quality care
for their health and well-being. With an emphasis on first responder mental health, the Employee Health and Wellness Center
provides a convenient location for preventive care and other medical needs.
Services Provided to All Employees*:
Pre-employment evaluation services, Post-offer employment testing services, Occupational evaluation and treatment services,
Vaccination services, Vision and hearing testing,
Cardiac and lung examinations, Pulmonary function evaluation and testing, Respiratory fit testing, Annual medical evaluations for
non-represented City staff, Resiliency and wellness training events, Support groups, Suicide alertness training, Mental health
support, Therapy dogs, Critical incident stress debriefings, Alpha stim, *Based on job description.
Additional Services for Public Safety Wellness Programs: State-mandated annual mental health check-in, Vitanya Brain
Performance program, Lifeline Peer Support program, and Resiliency training.
We have an EAP Counselor who provides counseling and referral services to employees or officers of the City, or any family
member of such employee’s household, with priority given to those employees whose job performance is affected. Wellness
Programs are available through the health insurance providers.
Yes. Designed to provide access to 6 face to face sessions or consultations per incident, per year. Work & Life services include
child/eldercare assistance, financial services, legal services, identity theft recovery service, counseling, etc.
Legal Consultation - Receive a free, 30-minute legal consultation per issue with a local attorney.
Convenience Resources - Knowledgeable specialists provide referrals that help address a wide range of challenges such as child
or elder care, adoption, pet care, home repair and more!
In-the-Moment Support - A licensed clinician answers 24/7/365 when you call for assistance with work-related pressures,
depression, stress, anxiety, grief, relationship problems substance abuse or other emotional health concerns.
Virtual Support Connect - Digital group support platform offers moderated sessions hosted by licensed counselors on topics
such as grief, mindfulness, preventing burnout and more.
Short-term Counseling - Receive up to eight (8) counseling sessions, in-person or via video.
EAP program with no deductible or copay. Well-being offered through HR with voluntary participation.
Yes. Up to 9 sessions per year for employees and household/family members. Nine sessions total, not nine for each person.
Maui County, HI MGT Page 89
Maui County, HI
Appendix D - Detailed Benefit Data
Comparable Community
Boise, ID
Hawai'i County, HI
Hawai'i State
Henderson, NV
Honolulu County, HI
Roseville, CA
Tempe, AZ
Vancouver, WA
Maui County
Average:
Flexible/Remote Work
Do you offer flexible or remote work options? If yes, please summarize:
Yes, some roles are eligible for hybrid work, but all employees must be able to get to City
Hall within 2 hours, if needed.
Flexible Working Arrangements: Options may include telecommuting, alternate work
schedules (4-10) and flexible working hours. (Not all Departments/Agencies participate
and not all positions are eligible.)
Yes, departments can utilize telework based on voluntary participation and management
prerogative to participate in the program. Types of telework arrangements are regular
telework, situational telework, and emergency telework.
Telework is available to approved full-time employees that are not currently on a
performance plan and has passed their 6 month probation.
The City offers both flexible work arrangements and a Telecommuting Program. The City
has a Telecommuting Program for implementation by departments based on voluntary
participation with the approval of the Department Head.
Dependent on position and operational needs. City offers flex schedules (40 hours/week),
9/80, 4/10. Some departments practice remote options where EE can work from home 1-
2 days per week.
Flexible and remote work options are available at the department director’s discretion.
Flexible in some departments via contract (ex. Public Works 4 ten hour days per work
week) and remote work under department discretion (ex. minimum days in office per week
set by department)
Flexible Working Arrangements: Options may include telecommuting, alternate work
schedules (4-10) and flexible working hours. (Not all Departments/Agencies participate
and not all positions are eligible.)
Maui County, HI MGT Page 90