Dialogue continues between representatives of IRCO and AFSCME (American Federation of State, County and Municipal Employees).
Since early 2019, IRCO has been working with an outside HR consultant to review its pay scale and ensure that our positions are competitive and that we are in compliance with Oregon’s Equal Pay act.
We have also been working toward an IRCO-wide pay scale that would promote transparency and provide more consistency across programs.
EQUITY TEAM and ORGANIZATIONAL EQUITY AUDIT
We have restructured our Equity Team to ensure that it is representative of IRCO’s full and extraordinary diversity, and that it is a space that empowers its members to offer critical input.
This team is working closely with an external consultant to complete an organizational equity audit as a guide to meeting our equity goals.
Our merit pay system is tied to annual performance evaluations, and we are invested in ensuring that all regular staff receive effective performance evaluations this year.
Many of our programs have received the same level of funding year after year, despite the fact that Portland’s cost of living has skyrocketed. IRCO is doubling down on its advocacy efforts with funders, ensuring that they understand the true cost of providing quality service.
NEUTRAL THIRD-PARTY FACILITATOR
We have been on the search for an external trainer/facilitator on labor issues whom the staff would trust as a neutral source to provide information, answer staff questions, and facilitate dialogue between staff. Despite having reached out to over half a dozen individuals and organizations, we have not yet found a qualified trainer/facilitator who is willing to take on the job.