A sweeping new pay plan for Arlington County employes that will raise salaries in general but give reduced raises to more senior employes will be considered next week by the Arlington County Board.
The plan will affect about 2,500 full-time employes and another 1,000 part-time and temporary workers.
However, individual employes do not yet know how they will fare under the new pay schedule.
A job classification study that will show where each job fits into the revised pay plan is not due until October.
The new pay plan will cost $1.6 million to $3 million for the first half of 1987, depending on various options before the County Board.
The board will be asked to decide how much salaries as a whole should rise and must debate other issues, such as whether there should be a cap of 15 percent on an individual employe's salary increase.
The board already has set aside $2 million in this fiscal year's budget to pay for the new plan.
It also has said that no employe will suffer a pay cut as a result of the switch to the new pay schedule.
The job pay plan and study were done by Jeanneret & Associates Inc., a Houston-based management consulting group.
Under the proposal, the salary for a starting employe in the lowest-paying job would be at least $12,000 a year. That is about $700 more than the current starting salary.
The plan would give employes starting in a particular pay grade 4.8 percent annual increases designed to reflect training and increasing experience in a job.
After six years in a particular pay grade, an employe would be given a 2.5 percent annual pay raise.
The smaller raise typically would reflect simple longevity on the job rather than increased knowledge and should therefore not be as high, the pay study said.
The detailed overhaul of county pay policies is intended to simplify and update, and ensure fairness in county pay scales, County Manager Anton S. Gardner said.
There are currently six different pay plans for employes with some plans having as many as 33 grades, Gardner said.
The proposed plan would create a single pay schedule with 24 grades and 14 experience or longevity steps within each grade.
"The last time we'd done an overhaul was in the 1950s," Gardner said.
"We want to evaluate all our employes to assure they're in the appropriate classification and assure they're being paid appropriately and equitably."
Another consideration was competition. The pay study notes that the Washington area "has in recent years become a major national economic and job center with a highly competitive job market."
The study compared salaries in Alexandria and in Fairfax, Montgomery, and Prince George's counties.
It found Arlington salaries to be in the middle of the pay range.
The study recommended that employe pay rise into the upper half of this range to "place Arlington County salaries at competitive levels within the local labor market."
However, the study said Arlington should not try to match the salaries of the highest paying areas, noting that although the county is enjoying healthy redevelopment along its Metro corridors, there is little open land that can be easily developed to increase the tax base.
The County Board will hold a public hearing on the pay plan on Aug. 19. The plan is scheduled to be implemented in January.