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[occupational groups] , the exercise of that discretion must be <br />governed by a proper consideration of the facts and circumstances <br />of each case "). <br />C. C.R.S. § §24 -50- 104(4) and (5) are part of a comprehensive <br />statutory scheme that must be construed together. <br />Pursuant to C.R.S. §24- 50- 104(4)(a), the Director has the <br />authority to revise the job evaluation system. The Director may <br />carry out this revision by adding, abolishing, consolidating, <br />dividing, or amending existing classes, occupational groupings, and <br />levels. Id. "At the same time the . . . director revises the job <br />evaluation system, the director shall assign the class to an <br />appropriate pay grade, salary rate, or salary range." C.R.S. §24- <br />50 -104 (4) (b) . <br />In developing compensation policies, the director is <br />required to utilize the results of annual salary surveys <br />to determine pay grades, salary rates and salary ranges <br />for classified positions comparable to levels of <br />compensation prevailing for similar positions in public <br />and private employment. <br />Dempsey v. Romer, 825 P.2d 44, 49 (Colo. 1992) (citing C.R.S. 24- <br />50 -104 (2) (a) and -104 (4) (e)) . <br />The criteria governing salary surveys is found within §24 -50- <br />104(5). In addition to using the results of annual salary surveys <br />to determine the comparable rates for salaries prevailing in other <br />places of public and private employment, the Director may conduct <br />supplemental salary surveys for the purposes of confirming market <br />