Supervisory Compaction. The Human Resources Department may recommend to the Board of Supervisors an adjustment to compensation for a MCMEA represented employee(s) subject to the following conditions: 1. The employee(s) as part of their regular job responsibilities supervises and directs the work of a subordinate(s). 2. The Supervisory relationship is permanent as determined by Human Resources. (Relationship has existed for at least 12 months, and is likely to continue). 3. The Compensation range of Supervisor/Manager (at top step) is less than 7% over the compensation rate of subordinate(s) top step, exclusive of special pay for Shift differential. 4. The following shall not be considered when determining salary compaction: • Supervisors and managers that supervise and manage job classes that receive special pay (including bilingual job classes). However, bilingual pay differential may be considered when it has a demonstrable impact on recruitment and retention. • Supervisors and managers that supervise and manage professionals with highly technical expertise which differs from his or her own. • Supervisors and managers of licensed medical professionals.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
