Principles ofManagement Pay Differential. An employee in a management classification should be set at a salary range that is at least 5% more (F step to F step comparison including subordinates' pay stipends, ifappropriate) than the subordinate classifications he or she is required to supervise. This concept includes as a principle that the manager be responsible for performance evaluations, direction ofthe work performed, and input into the hiring and discipline process. In order to qualify, a person directing and evaluating the work ofa subordinate would have to be ofthe same profession. That means for example that an accountant who "supervises" a licensed social worker would not qualify because, even ifhe or she did performance evaluations and assigned work, he or she could not judge the professional aspects of the "subordinate's" work. Thus, due to the different professions, the manager could not qualify because he or she would not be able to oversee or judge the specific professional aspects ofthe subordinate's job. Process for Management Pay Differential. A manager may apply in writing, through the Department Head, to the Director of Support Services for consideration of a pay class stipend ifa subordinate classification is at a salary range that is not at least 5% less than the manager's classification. Such stipends will be granted in½ percent increments. When applied, the effect ofthis stipend will be that the manager's salary range will be 5% above the subordinate's salary range (based on F step comparisons including subordinates' pay stipends, ifappropriate), without regard to the salary step of the current subordinate. The pay stipend will be processed as a salary earnings type on a Personnel Action Form. The Director of Support Services will review the stipend periodically for continued appropriateness or when job classifications are changed due to reclass, MOU salary and benefit changes, or other such changes. The decision ofthe Director of Support Services to grant or not grant a pay stipend is final unless the Department Head appeals to the County Executive Officer (CEO). The findings ofthe CEO are final. This process is not subject to the grievance process.
