AG 2009 09 21 - Laserfiche WebLink

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Article III. The Pay Plan Section 1. Adoption The salary schedule, reflecting salary grade and class titles, as set forth in the Job Classification Schedule, Appendix A, is hereby adopted as the pay plan for Cabarrus County. Section 2. Administration of the Pav Plan The County Manager shall be responsible for the administration and maintenance of the pay plan. The pay plan is intended to provide equitable compensation for all positions reflecting the differences in duties, responsibilities, and qualifications; the comparable rates of pay for positions in private and public employment in the area; the financial condition of the County; and other factors. The pay plan of Cabarrus County shall be administered in a fair and systematic manner in accordance with work performed. The pay plan shall be externally competitive, shall maintain proper internal relationships among positions, and shall recognize performance as the basis for pay increases within the established salary range. Salary or market comparison studies shall be conducted every two years during the first half of the fiscal year by an outside consultant to maintain a pay scale consistent with like jobs in the surrounding area and in similar governmental entities, with the recommended and approved changes being effective the first full pay period in January. Additionally, the County Manager shall, when necessary, make comparative studies of all factors affecting the level of salary ranges and shall recommend to the Board of Commissioners changes in salary ranges as warranted. Section 3. Use of Salarv Ranges The following provisions shall govern the hiring rate of pay, as well as the granting ofwithin-the-range pay increases: (a) Hirin Rg_an_Qe. The hiring range for a vacant position is the entry or minimum rate through the job rate (levels 1 - 31) of the salary grade assigned to the job class for the position. Appointment within the hiring range is based on factors such as applicant qualifications being higher than the desired/required education, abilities and experience for the class; a shortage of available qualified applicants; and/or the refusal of qualified applicants to accept employment at the minimum rate for the grade. The County Manager has final appointment approval within the hiring range and in extraordinary circumstances may approve appointments above the job rate. (b) Job Rate. Leve131 is the job rate for each salary range and designates the minimum rate of pay a fully trained and qualified employee should receive for satisfactory performance. (c) Merit Increase Administration. Each year, an employee shall receive a performance evaluation and be considered for a merit increase on the anniversary of his or her date in their position. Merit increases are determined by the score received on the evaluation. An employee must receive 5.00 rating or greater to qualify. If an employee qualifies, the department head recommends a merit increase based upon the chart below. After administrative review by the Human Resources Director, the increase is added to the employee's salary base. An employee that receives a rating of 3.99 or lower normally requires additional development coaching and observation to bring their performance to position expectations. Department Heads are responsible for reasonable and appropriate action to assist an employee in attaining expected job 12 Attachment number 6 Page 231 of 362 F-5