HomeMy WebLinkAboutC.054.93011_0932CHANGE: PLANS, BY DATE. WILL BE MAINTAINED TO REFLECT CHANGES
IN STEPS. RANGE, OR SALARY.
The salary schedule, reflecting both grade level and step, as appFeved by the Baud of Comfy
Ceermissienees shall be the pay plan for the County. The sckedale will be updated when
changes are approved by tke Board of County Commissioners and mamrained in Human
Resources.
Section 3. Administration of the Pay Plan
CHANGE SPECIFIES TIMEFRAME FOR REVIEWING COUNTY POSITIONS AND
AFFIRMS THE MANAGER'S AUTHORITY TO ACT ON THE STUDY RESULTS
AS FUNDS APPROPRIATED BY THE BOC ARE AVAILABLE.
The pay plan shall be administered in a fair and systematic manner in accordance with work
performed. The pay structure shall be externally competitive, shall maintain proper internal
relationships among all positions based on relative duties and responsibilities, and shall
recognize performance as the basis for pay increases within the established pay plan. To this end,
a study of the County's positions will he conducted annually wide all positions being reviewed
at least everyfour yeah If the resuks show pay inequity for any claWw t ant olid the county
manager will reallocate the class to the appropriate grade on Nee existing pay plane within the
budget for neclassftadons as approved by Ike Board of Commissioners. The classification
plan shall meet the requirements of the State Competitive System for local government
employees, while maintaining a county -wide plan.
Section 4. Hiring Rate/Stardng Salary
CHANGE CORRECTS LANGUAGE REGARDING STEPS.
Employees will be hired at Step -1 0 of their assigned salary grade. Appointments above Step I
0 may be made by the county manager when deemed necessary in the best interest of the county,
based on such factors as superior qualifications of the applicant, a shortage of qualified
applicants available at the hiring rate, years of experience, or the refusal of qualified applicants
to accept employment at the minimum step.
Section 5. Probationary Step Increase
Upon satisfactory completion of the probationary period, employees hired at or promoted to step
helew-f,4 8 or below of the vacant position classification may be given a 9 step increase.
Section 6. Failure to Perform Satisfactorily
CHANGE REDUCES THE PERIOD OF TIME AN EMPLOYEE CAN REMAIN A
PROBATIONARY EMPLOYEE FROM ONE YEAR TO NINE MONTHS.
An employee who fails to satisfactorily perform all the essential functions of his/her position
may be terminated or the probationary period may be extended for up to nine mouths emw)m r.
An employee who has completed a probationary period is expected to perform all the essential
functions of his/her position at a satisfactory level, or be subject to disciplinary action in
accordance with Article VIII of this ordinance.
Section & Merit Increases
CHANGE: LANGUAGE ADDED TO SHOW HOW MERITS WILL BE AWARDED
WHEN THE EVALUATION HAS BEEN DELAYED AND TO ENFORCE THE
PRACTICE OF CHANGING THE ANNUAL EVALUATION DATE WHEN AN
EMPLOYEE HAS BEEN PROMOTED. BOTH ARE CURRENT PROCEDURES.
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