Common use of Recruitment and Retention Factor Clause in Contracts

Recruitment and Retention Factor. When a demonstrated need has been established for an exception to the salary plan, the Board of County Commissioners may authorize a "recruitment and retention" factor be added to the salary of designated positions. A demonstrated need is defined as a specific, proven market condition that is having a detrimental effect on the ability to operate effectively, evidenced by unique difficulties in recruitment and retention over time within a specified classification. An annual review will be conducted to evaluate continuation and/or adjustment of the recruitment and retention factor. The Board may remove or adjust the Recruitment and Retention (R & R) factor at any time, provided it furnishes to the Union and affected employees written justification and documentation for doing so. If the pay line is adjusted upward, other than by a cost-of-living adjustment (COLA), the factor shall be lowered so that the factor adjusted salary will remain the same. If a factor is removed from or lowered for a classification, the incumbent(s)' salary will be placed in the new salary range at the first step that does not provide for a decrease in the employee's current salary. If the employee's current salary is in excess of Step 10 of the new salary range, then the employee shall remain at their current salary and receive fifty percent (50%) of any general wage increase (COLA) granted under the Contract, until such time as Step 10 of the new range equals or exceeds the employee's current salary. The employee then shall be placed at Step 10 of the new salary range. The existence of a recruitment and retention factor for a classification will not affect a position's placement or movement in the step plan.

Recruitment and Retention Factor. When a demonstrated need has been established for an exception to the salary plan, the Board of County Commissioners may authorize a "recruitment and retention" factor be added to the salary of designated positions. A demonstrated need is defined as a specific, proven market condition that is having a detrimental effect on the ability to operate effectively, evidenced by unique difficulties in recruitment and retention over time within a specified classification. An annual review will be conducted to evaluate continuation and/or adjustment of the recruitment and retention factor. The Board may remove or adjust the Recruitment and Retention (R & R) factor at any time, provided it furnishes to the Union and affected employees written justification and documentation for doing so. If the pay line is adjusted upward, other than by a cost-of-living adjustment (COLA), the factor shall be lowered so that the factor adjusted salary will remain the same. If a factor is removed from or lowered for a classification, the incumbent(s)' salary will be placed in the new salary range at the first step that does not provide for a decrease in the employee's current salary. If the employee's current salary is in excess of Step 10 10, (step 6 on six (6) step salary range), of the new salary range, then the employee shall remain at their current salary and receive fifty percent (50%) of any general wage increase (COLA) granted under the Contract, until such time as Step 10 10, (step 6 on six (6) step salary range), of the new range equals or exceeds the employee's current salary. The employee then shall be placed at Step 10 10, (step 6 on six (6) step salary range), of the new salary range. The existence of a recruitment and retention factor for a classification will not affect a position's placement or movement in the step plan.