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Article III. The Pay Plan <br />Section 1. Aclontiort <br />The salary schedule, reflecting salary grade and class titles, as set forth in the Job Classification Sche <br />Appendix A, is hereby adopted as the pay plan for Cabarrus County. <br />Section 2. Adminish•ation of the Pav Plan <br />The County Manager shall be responsible for the administration and maintenance of the pay plan. Th <br />pay plan is intended to provide equitable compensation for all positions reflecting the differences iu <br />duties, ttttfl-responsibilities, and qualifications; the comparable rates of pay for positions in private an« <br />public employment in the area;; the financial conditions of the Count};; and other factors. <br />f <br />uef}d-te-the-~ea+d-ef-Ee ' <br />"I'he pay plan of Cabarrus County shall be administered in a fair and systematic manner in accordance <br />with work performed. The pay plan shall be externally competitive, shall maintain proper internal <br />relationships among positions, and shall recognize performance as the basis for pay increases within the <br />established salary range. <br />Salary or market comparison studies shall be conducted every hvo years during the first half of the fiscal <br />year by an outside consultant to maintain a pay scale consistent with like jobs in the surrounding area and <br />in similar governmental entities, with the recommended and approved changes being effective the first <br />full pay period in January. Additionally, the County Manager shall, when necessary, make comparative <br />studies of all factors affecting the level of salary ranges and shall rcconunend to the Board of <br />Commissioners changes in salary ranges as warranted. <br />Section 3. Use of Salary Ranges <br />The following provisions shall govern the hiring rate of pay, as well as the granting of within-the-range <br />pay ++tetentetttsincreases: <br />(a) I tiring Range. The hiring range for a vacant position is the entry or minimum rate <br />through the job rate (levels I - 3 I) of the salary grade assigned to the job class for the <br />position. Appointment within the hiring range is based on factors such as applicant <br />qualifications being higher than the desired/required education, abilities and experience <br />for the class; a shortage of available qualified applicants; and/or the refusal of qualified <br />applicants to accept employment at the mininnun rate for the grade. "['he County Manager <br />has Final appoinhnent approval within the hiring range and in exU•aordinary <br />circumstances may approve appointments above the job rate. <br />~+-~t~=--f'~t . de-rnrtge}-is-tlte--trtif-hxtt+rrrate-tier»t-1-ly <br />-f~-etttpleyee-wlte-t-Itited:-itt ei+ittt3ettt <br />'~rt~te~[c patf+xettt <br />hef}(f-V~`ith-th£-Rt31)rE}W}1 ,.Fri-vr-fire'cvtftltj`-~flI1fT~+8H1`h8F1-d.°,a.. ~ ~I••, <br />b iia.a ii%cci <br />ho...:..~~,..,..t „F.1,~ f~,... A 1..,,.., 4t, <br />tttj'-~~„e-tttttFttHttttt~t}tpt3tttt+ttettl-~~ktEtll-be-bftSeEi-s1t <br />~f1Bt6rS-Sti^.:ri-irJ-iTi~Etttftl•iftEREt@}tS-Hf-tliB-R j313~tf?attt-l~£~tftg-Iti~lj ef-t1tE1H-t~t@ <br />>c-cii+T.r,-a~ft$}'~Hg~9f <br />c~t-+a~l-i~ec-kt}~}~liet3ttts-avtt+{ttltleet--the-lttt~tttg-r~rte~ ttttt#/e~tltE~e€usf}I~-et'fttt~ied <br />t~ttlteffttts- te-wee}~t~tt-r}ale}~+ttettt-at-tlt~te-~tt+ttol-ttppeitt4tnents <br />gave-tlte- jel~rtea~l etyma+}ge-tttpNrevec~-key-Nte-l3ettt{l-~f <br />C-c~rttttt+ss-i at}ets: <br />12 <br />Attachment number 1 <br />F-5 Page 140 of 362 <br />