DETERMINING PAY. A. Pay Ranges
1. Pay Plan: Each job in the Pay Plan is assigned to a pay range (reference D).
a. Regular, Limited Term and covered Appointed jobs (reference C) are assigned to market-based ranges.
b. Elected Officials, non-covered Appointed and Temporary jobs are assigned to fixed ranges (references C and I).
2. Step Pay Plan: Assigns a pay range for eligible employees in the Sheriff's Office with defined steps for progression (reference E).
B. Pay Plan Review: Human Resources will review the Pay Plan and Step Pay Plan (references D and E) annually for equity and will prepare a compensation recommendation for the Board of County Commissioners approval.
1. The Human Resources Director is authorized to make changes to the Pay Plan and the Step Pay Plan to address job classifications, external market, state and federal regulations, pay equity, and other adjustments.
2. Decision Makers may request the Human Resources Director, or designee, to review jobs for pay equity by submitting a written request with justification.
C. Pay Rates:
1. Regular and Limited Term Employees: These employees are paid a base pay rate within the pay range established for their job classification (references D and E).
2. Temporary Employees: These employees are paid a base pay rate as determined by the Decision Maker.
3. Covered Appointed Employees: These employees are paid a base pay rate within the assigned range (reference C).
4. Non-covered Appointed Employees: The Board of County Commissioners will establish the Appointed pay rates through a salary resolution (reference C).
5. Elected Officials: Salaries are set and governed by State Statute (reference I).
D. Starting Pay Rates:
1. Regular and Limited Term Employees
a. Pay Plan
1) A Decision Maker can hire an employee at a pay rate up to the midpoint of the range for the job classification.
2) A Decision Maker can request approval to hire an employee at a pay rate greater than the midpoint of the range up to the max of the pay range for the job classification by submitting enclosure 5 to the Human Resources Director for review, and then for approval by the County Manager. A Decision Maker does not need approval to pay an employee they are promoting above the midpoint if that employee is already being paid above midpoint in their current job.
b. Step Pay Plan
1) A Decision Maker can hire an employee up to the third step for the job classification.
2) A Decision Maker can request approval to hire a new employee higher than the thi...
DETERMINING PAY. A. Vacation pay for all employees shall be at the employee’s current straight time rate and shall be based upon the average number of hours worked for each week in the preceding year for each week of vacation to which the employee is entitled, inclusive of overtime.
B. Vacation hours for full-time employees who miss work time due to illness, workers compensation, etc. will be determined by taking the total number of hours worked for the past year and dividing that, by the number of full or partial weeks worked in the past year, vacation shall not exceed forty (40) hours for the week.
