Competitive Wage Policy

Whereas, the Central Arkansas Library System (CALS) employs people directly on a full-time and part-time basis, including some part-time, “temporary” employees known as pages;

Whereas, the Central Arkansas Library System has a limited amount of taxpayer resources to expend and is entrusted to use these resources wisely;

Whereas, the Central Arkansas Library System has sought to pay a living wage to all regular part-time and full-time employees (not including pages) but has not always been able to make adjustments annually because of limited taxpayer resources;

Whereas, according to a 2017 classification, compensation, and benefits study of the Central Arkansas Library System by the Johanson Group, the mean pay in several employee groups at the Central Arkansas Library System was found to be behind the mean pay at comparable institutions;

Whereas, pay that is not competitive with the market fosters high turnover among employees, which increases recruitment, training, and supervisory costs to the library system;

Whereas, providing competitive pay for all employees, both temporary and regular, is an essential step in attracting and retaining the highest quality employees to deliver the highest quality services to the citizens of Central Arkansas;

Therefore, be it resolved that the Board of Trustees of the Central Arkansas Library System does hereby seek to move toward a more competitive classification, compensation, and benefits schedule that includes the following elements:

    1. Beginning with the first work day of January 2018, all CALS employees will be paid at a rate within each position’s appropriate pay grade as adopted by the board upon the Johanson Group’s recommendation at the September 28, 2017 board meeting.
    2. All regular CALS employees working at least twenty (20) hours per week will remain eligible for medical benefits. In no case shall the contributions of CALS towards the provision of health benefits for its covered employees be less than 80% of the total cost of the health premiums.
    3. CALS will pay 50% of the premiums for any dependent coverage sought by these covered employees
    4. All regular CALS employees working at least forty (40) hours per week will be eligible for retirement benefits that CALS will fund at not less than 8% of gross salary.
    5. All regular CALS employees working at least twenty (20) hours per week will be eligible for an additional pension match from CALS of up to 2% of gross salary if the employee contributes to the retirement plan.
    6. CALS will institute efforts to reduce the number of pages employed by the system by transferring long-term pages to “regular” positions and limiting page status to six months, unless the CALS Executive Director gives written permission to extend page status to a regular employee for a set period of time because of extenuating circumstances.

This Competitive Wage Policy was adopted by the CALS Board of Trustees and may be rescinded by the Board at any time and for any reason.

Policy Information

Board Policy #110
Board Approval: 12/06/01 (Adopted), 10/26/17
Revision: 01/24/02, 09/28/17
Director’s Recommendation: 12/06/01, 09/28/17
Legal Advice: 12/07/01